1. Selection Team 7 Vera Haataja Erno Karpoff

2. Steps in the selection process Completion of Application Initial Interview Employment Testing Background Investigation Preliminary Selection Supervisor/Team Interview Medical Examination/ Drug Testing Hiring Decision NOTE: Steps may vary. An applicant may be rejected after any step in the process.

3. Completion of application  Applications, resumes sent to the headquarters or to the facilities in question  Applications evaluated and ranked based on the work experience, background, references etc.  Selection of the candidates for the initial interview  Promote within emphasized

4. Initial interview  Interview model varied according to the position applied  Evaluation of the interviewer determines whether the candidate will advance or is dropped off  “First round interviews” focus on applicants’ personality and qualifications

5. Employment testing  Personality tests for the facility manager candidates  Managerial abilities –tests for CEO and national directors candidates, also psychological tests  Tests conducted by the HRM –department  Tests are focused on the candidates’ capabilities and aptitudes

6. Background investigation  Check applicants’ references and work history  Check candidates’ criminal record, university degrees and driving records  Contact the applicant’s references in order to gain insight on applicant’s will-do and can-do factors based on previous behavior  Goal is to obtain supplementary information on applicant

7. Preliminary selection  Selection for so called “second round” – some candidates are eliminated  Ranking of applicants based on previous selection stages  The most suitable and best ranked candidates are invited to the supervisor/team interview

8. Supervisor/Team interview  In-depth interview, preferably conducted as panel interview.  Behavioral and situational type of questions  Depending on the position applied to, the “core” panel would consist of the closest supervisor, HR specialist, and possibly field-related consultant.  As a result obtained knowledge of the applicants behavior and decision making capabilities

9. Medical exam/drug test  Outsourced  Medicals in order to ensure that the health of an applicant is adequate to meet the job requirements. Discrimination and privacy violations to be avoided.  Drug tests in order to guarantee the security of the workplace

10. Hiring decision  The goal and the most critical step of the whole application process  Systematic consideration of all the relevant information about applicants – the final decision based on all the steps of the application process  Recruitment strategy considered – promote within, job bidding etc. considered  In general the closest supervisor has the “final vote”

11. Top and middle management Selection  Conducted by the HRM department  Non-direct interviews  Managerial abilities and psychological tests  Supervisor interviews conducted by HRM department, management consultant and top management. Interviews involve hypothetical cases including problem solving  For the top most positions “third round” could be introduced

12. Facility manager selection  HRM department conducts the selection process, while national directors make the final decision  Non direct interviews  Personality tests  Supervisor/Team interviews conducted by the HRM department and national directors. Behavioral based interview –method applied. Coordination and communication skills anticipated  For facility assistants structured interviews

13. QUESTIONS??