Selection Techniques Team 7: Harrison Okugume Antti Heiskanen Olli Nokelainen Franz Schoenborn

Selection Criteria CEO, Country Managers and VP’s –leadership, communication, interpersonal, planning, organizing, teamwork, analytical and language skills –integrity and ethics Regional and Facility Managers –leadership, functional, planning, organizing, communication, interpersonal, teamwork and language skills, ability to work under pressure

Selection Criteria Associate and Assistant Facility Managers –language skills (expansion), commitment, flexible, willingness to move, adaptability, experience, teamwork Assistant Facility Manager In Training –readiness to learn, motivation, teamwork, maturity

Selection Stages

Employment Tests Candidate Evaluation –Personal Qualities –Attitude Toward Work –Job Qualification –Maturity –Appearance –Communication IQ-test Teamwork ability test

Selection Stages

Interview Methods CEO, Country Manager and VP’s –Nondirective –Situational:creativity, ethics –Panel: higher validity Regional and Facility Manager –Nondirective, Behavioral Description –Panel

Interview Methods Associate and Assistant Facility Manager –Situational Interview Assistant Facility Manager In Training –Structured Interview, Group Interviews

Sample Interview Questions Leadership Tell me about a rewarding experience you have had or an accomplishment of which you are proud. Mobility expectation Are you willing to relocate? If yes, what areas? Teamwork How would you describe yourself as a team player? What supports your statement?

Selection Stages

Background Investigation References Previous employers Proven ability to work under pressure Risk management skills Excellent educational background Good citizen (no criminal record)

Selection Stages

Psychological and Medical Test Outsourced psychological test –Kiersey test or similarKiersey test Motivation Leadership Communication Medical test held by certified institution –No Drugs –Medical examination

Selection Stages

Validity and Reliability Combination of different tools used in selection process to assure that we measured each person’s attributes correctly –Get the best person for the job Reliability –More than one interviewer (agreement) –Amoco tests

Cost Avoid time escalation cost by hiring right people at the first place Differentiated selection methods for different management levels As little of costly selection methods as possible (interviews, head hunting)

Conclusion Use Amoco U.S. specialists & Finns Hire locals for expansion –Local business knowledge –Language skills