Selection Techniques Team 7: Jani Ojala Anu Sipilä Ville Kess Antti Meriluoto

Selection Techniques

Team 7:

Jani Ojala

Anu Sipilä

Ville Kess

Antti Meriluoto

Agenda

• Selection Criteria

• Selection Process: Steps

• Elaborate Selection Process

• Validity and Reliability

• Costs

• Conclusion

Selection Criteria

• CEO, VP’s– leadership, strategy, communication, teamwork,

analytical and language skills

• Area Managers– communication, interpersonal and functional

planning skills, ability to work under pressure

Selection Criteria

• Facility Manager– Individual and team working abilities,

organizing and leadership skills

• Assistant Facility Managers– readiness to learn, motivation, team working

ability

Selection process: steps

Application screening

Application screening

• Reviewing of application and resume

• Lining candidates in order and selecting appropriate applicants

• Saves time and money in future application process

• Chance to select qualified applicants

Selection process: steps

Application screening

Initial interview

Initial interview

• Structured interview– will do factors– situational and job sample questions– e.g. Situation - what would you do?

• Standardized process for equal chance

• Personal attitude and motivation

Selection process: steps

Application screening

Initial interview

Employment tests

Employment tests

• Psychological and honesty test

• Teamwork ability test

• Standardized measure of behavior

• Prediction of job performance

Selection process: steps

Application screening

Initial interview

Employment tests

Background investigation

Background investigation

• Check references and work history

• Good citizen (criminal record)

• Reliability of applicant

• Personal opinions of applicants acquaintances

• Deeper understanding of applicant

Selection process: steps

Application screening

Initial interview

Employment tests

Background investigation

Preliminary selection

Preliminary selection

• Ranking of applicants based on previous processes

• Select the best candidates for “second” round

Selection process: steps

Application screening

Initial interview

Employment tests

Background investigation

Preliminary selection

Supervisory interview

Supervisory interview

• In depth panel interview, behavioral type questions

• Present: closest supervisor, consultant and representative of HR department

• Multiple opinions• In depth knowledge about applicants

behavior and decision making capabilities

Selection process: steps

Application screening

Initial interview

Employment tests

Background investigation

Preliminary selection

Supervisory interview

Medical examination

Medical examination

• Test held by professional medical institution– e.g. physical health and drug test

• Protection against possible later law suits

• Concern about the welfare of employees

Selection process: steps

Initial interview

Employment tests

Background investigation

Supervisory interview

Medical examination

Preliminary selection

Application screening

Hiring decision

Hiring decision

• Final decision that is based on all of the tests and interviews conducted

• Goal of the whole application process

Initial Selection Process

Application Screening

Initial Interview

Employment Tests

Background Investigation

Preliminary Selection

Supervisory Interview

Medical Examination

Hiring Decision

CEO and VP’s

HR UK

Outsourced

HR UK

HR UK

HR UK

BPAmoco UK

BPAmoco UK

Outsourced

Initial Selection ProcessOther positions

Outsourced

Outsourced

Outsourced

Outsourced

Outsourced

BPAmoco Finland

Outsourced

BPAmoco Finland

Application Screening

Initial Interview

Employment Tests

Background Investigation

Preliminary Selection

Supervisory Interview

Medical Examination

Hiring Decision

After start-up

• The selection process conducted entirely by the Finnish HR Department– employment tests, medical examination

outsourced

• BP Amoco UK has the power to hire the CEO and VP’s

Validity and Reliability

• All of the different steps in the selection process assure that each applicant’s characteristics are correctly evaluated– Correct decision

• Reliability– More than one interviewer at supervisory

interview– Standardization e.g. BPAmoco employment test

Cost

• Partnership with global consulting agency

• Outsourcing selection process reduces personnel needs and expenses in HR department

• Selection methods are designed to reflect the importance of specific position

Conclusion

• Emphasis on hiring the right employees at the first place

• Upon the BPAmoco company policy someone from HR department is always involved in hiring process– interview/people knowledge– multiple opinions

Thank you!