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Selection Techniques

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

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Selection Techniques

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

  2. Agenda • Selection Criteria • Selection Process: Steps • Elaborate Selection Process • Validity and Reliability • Costs • Conclusion

  3. 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

  4. Selection Criteria • Facility Manager • Individual and team working abilities, organizing and leadership skills • Assistant Facility Managers • readiness to learn, motivation, team working ability

  5. Selection process: steps Application screening

  6. 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

  7. Selection process: steps Initial interview Application screening

  8. 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

  9. Selection process: steps Employment tests Initial interview Application screening

  10. Employment tests • Psychological and honesty test • Teamwork ability test • Standardized measure of behavior • Prediction of job performance

  11. Selection process: steps Background investigation Employment tests Initial interview Application screening

  12. Background investigation • Check references and work history • Good citizen (criminal record) • Reliability of applicant • Personal opinions of applicants acquaintances • Deeper understanding of applicant

  13. Selection process: steps Preliminary selection Background investigation Employment tests Initial interview Application screening

  14. Preliminary selection • Ranking of applicants based on previous processes • Select the best candidates for “second” round

  15. Selection process: steps Supervisory interview Preliminary selection Background investigation Employment tests Initial interview Application screening

  16. 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

  17. Selection process: steps Medical examination Supervisory interview Preliminary selection Background investigation Employment tests Initial interview Application screening

  18. 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

  19. Selection process: steps Hiring decision Medical examination Supervisory interview Preliminary selection Background investigation Employment tests Initial interview Application screening

  20. Hiring decision • Final decision that is based on all of the tests and interviews conducted • Goal of the whole application process

  21. Initial Selection Process CEO and VP’s Application Screening HR UK HR UK Initial Interview Employment Tests Outsourced Background Investigation HR UK Preliminary Selection HR UK Supervisory Interview BPAmoco UK Medical Examination Outsourced Hiring Decision BPAmoco UK

  22. Initial Selection Process Other positions Application Screening Outsourced Outsourced Outsourced Outsourced Outsourced BPAmoco Finland Outsourced BPAmoco Finland Initial Interview Employment Tests Background Investigation Preliminary Selection Supervisory Interview Medical Examination Hiring Decision

  23. 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

  24. 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

  25. 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

  26. 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

  27. Thank you!

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