selection techniques team 7: jani ojala anu sipilä ville kess antti meriluoto
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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!
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