1. 6 Recruitment Methods Team
Essi Keltomäki
Tero Auvinen
Prisca Kalubi
Pia Maliniemi

2. Outline
Job market
Recruitment by position and review of specifications
Internship and trainee programs
Recruitment and advertisements
Conclusion

3. Job markets Finland Baltics and Russia
Adequate supply of applicants for entry-level positions
Weaker candidate pool for mid-management
Baltics and Russia
Sufficient pool of qualified applicants

4. Recruitment by position:
CEO and VPs
Headhunters and Internal recruitment
trade-off corporate vs. local culture
Aim is to create a mix of expertise in corporate and Finnish cultures in the upper management

5. Recruitment by position:
Area Managers
Professional organizations
Business newspaper ads
Internet
Internal recruitment in the future

6. Recruitment by position:
Facility Managers and Assistant Facility Managers
Internet
Universities and Polytechnics
Career Fairs
Educational institutions
Public Employment Agencies
Newspaper ads

7. Recruitment of trainees
Internet
Universities and Polytechnics
Career Fairs
Newspaper ads

8. BP Amoco Trainee Program
rotational program
Training periods at the corporate HQ, in Finland and possibly at another BP Amoco location abroad
All graduates are guaranteed a position as Facility Managers
good advancement opportunities to become an Area Manager

9. BP Amoco Internship Program
Identify highly qualified individuals
Knowledge of the organization
Promote Amoco after program
Head start for a career
quicker promotion possibilities
Work experience

10. Recruitment and Advertisements
The current image positioning strategy
“Amoco is a large, diverse, global company involved in a broad range of exciting opportunities and innovative technologies.”
“ Amoco is a historically stable, well-managed enterprise strongly positioned for the future.”
“Amoco provides a warm supportive environment that respects the individual and enables talented people to grow and excel.”

11. Conclusion
Bp Amoco should use multiple recruitment methods, both internal and external
changes in the job description may affect the optimal choice of recruitment method
Over time, the focus should shift from external to internal recruitment