Selection

1. Selection Team 7 Vera Haataja Erno Karpoff

2. Steps in the selection process Hiring Decision Medical Examination/ Drug Testing Supervisor/Team Interview Preliminary Selection Background Investigation Employment Testing Initial Interview Completion of Application 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??