Selection

1. Selection Team 7 Svetlana Velikanova Vesa Mikkola

2. Selection Process *Applicant can be dropped at any level

3. Application Completion & Review • Online application form • Applicant info straight to HRIS database • BP employees looking to change jobs receive priority over “outside” applicants in order to emphasize promotion from within • Applications reviewed and ranked according to job specific keywords • Possible hits are moved to next level • Resume and associated material reviewed

4. Background Investigation • References and work history checked • Applicant reliability assessed at an early stage to screen out mismatches and provide extra information for interviews • References provide extra insight on applicants’ will-do factors based on previous behavior • Purpose is to provide supplementary information about applicants • Background check involves credit check, criminal record, university degrees, driving records etc.

5. Initial Interview • Interviews to be conducted at HR Department in Finland initially • Trained HR interview specialist conducts and reviews interviews (evaluation) • Behavioral description interview (BDI) approach used, increases validity • Evaluation similar to Eddie Bauer approach • Interviewer evaluation determines whether applicant is dropped or advanced

6. Employment Testing • Testing more concerned with applicants’ aptitude capabilities • Outsourced online testing – HR department receives applicant profile • HR department determines whether applicants are an organizational fit • Psychological, logical, honesty, leadership and teamwork testing required • Results are weighted job specifically i.e. leadership more important for management duties

7. Preliminary Selection • Group of HR specialists (interviewers, managers) meet and rank applicants in terms of previous performance • Good fits are invited to panel interview • Multiple cutoff model is incorporated throughout the selection process

8. Panel Interview • Panel format increases validity • Panel consists of HR specialists as well as job related fields • BDI technique incorporated • Takes place at HR department in Finland • Evaluation based on results of job requirement questions • Applicants who go to the next level are required to take a medical and drug test (outsourced)

9. Hiring Decision • Most critical step in process • HR Manager approves hiring decisions for management level positions • Best fit according to the needs of BPC offered the job, contracts etc. agreed on • Decision strategy entails: need for diversity, career advancement within BP, promotion from within, etc. • Rejected applicants receive polite notice of denial

10. Process Variation • The selection process will vary depending on the job in question i.e. executive or management level • Interview techniques different according to job level (executive interview will tend to be nondirective by nature) • Supervisors or managers may be involved in the selection process if needed • Selection process will coincide with job requirements and specifications mentioned before i.e. tailored for the job in question • Trainee level hires are assigned mentors from respective fields or disciplines

11. Other Important Issues • Cost Considerations: outsourcing of employment and medical exams reduces costs, other selection processes done in-house to ensure organizational needs are given priority- Opportunity cost reduced as right person is hired for the correct job • Validity & Reliability: ensured by rigorous selection process, also by BDI technique, panel interview stage and various other tests- Reliability is ensured by standardized testing i.e. online application, employment tests (job specific)

12. More Important Issues • Company intranet (job posting system) ensures international applicants as BP is a multinational corporation • Selection process the same across BPC affiliates, only variance by job position • Most basic job is center manager trainee position, promotion and retention within the company emphasized