Selection Techniques
Team 7:
Jani Ojala
Anu Sipilä
Ville Kess
Antti Meriluoto
Agenda
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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
Initial interview
Application screening
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
Employment tests
Initial interview
Application screening
Employment tests
• Psychological and honesty test
• Teamwork ability test
• Standardized measure of behavior
• Prediction of job performance
Selection process: steps
Background investigation
Employment tests
Initial interview
Application screening
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
Preliminary selection
Background investigation
Employment tests
Initial interview
Application screening
Preliminary selection
• Ranking of applicants based on previous
processes
• Select the best candidates for “second”
round
Selection process: steps
Supervisory interview
Preliminary selection
Background investigation
Employment tests
Initial interview
Application screening
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
Medical examination
Supervisory interview
Preliminary selection
Background investigation
Employment tests
Initial interview
Application screening
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
Hiring decision
Medical examination
Supervisory interview
Preliminary selection
Background investigation
Employment tests
Initial interview
Application screening
Hiring decision
• Final decision that is based on all of the
tests and interviews conducted
• Goal of the whole application process
Initial Selection Process
CEO and VP’s
Application Screening
HR UK
Initial Interview
HR UK
Employment Tests
Background Investigation
Outsourced
HR UK
Preliminary Selection
HR UK
Supervisory Interview
BPAmoco UK
Medical Examination
Outsourced
Hiring Decision
BPAmoco UK
Initial Selection Process
Other positions
Application Screening
Outsourced
Initial Interview
Outsourced
Employment Tests
Background Investigation
Outsourced
Preliminary Selection
Outsourced
Supervisory Interview
BPAmoco Finland
Medical Examination
Outsourced
Hiring Decision
BPAmoco Finland
Outsourced
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!