selection team 7 vera haataja erno karpoff. steps in the selection process completion of application...
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SelectionSelection
Team 7Team 7
Vera HaatajaVera Haataja
Erno KarpoffErno Karpoff
Steps in the selection processSteps in the selection process
Completion of Application
Initial Interview
Employment Testing
Background Investigation
Preliminary Selection
Supervisor/Team Interview
Medical Examination/ Drug Testing
Hiring Decision
NOTE: Steps may vary. An applicant may be rejected after any step in the process.
Completion of applicationCompletion of application
Applications, resumes sent to the Applications, resumes sent to the headquarters or to the facilities in questionheadquarters or to the facilities in question
Applications evaluated and ranked based Applications evaluated and ranked based on the work experience, background, on the work experience, background, references etc.references etc.
Selection of the candidates for the initial Selection of the candidates for the initial interviewinterview
Promote within emphasizedPromote within emphasized
Initial interviewInitial interview
Interview model varied according to the Interview model varied according to the position appliedposition applied
Evaluation of the interviewer determines Evaluation of the interviewer determines whether the candidate will advance or is whether the candidate will advance or is dropped offdropped off
““First round interviews” focus on First round interviews” focus on applicants’ personality and qualificationsapplicants’ personality and qualifications
Employment testingEmployment testing
Personality tests for the facility manager Personality tests for the facility manager candidatescandidates
Managerial abilities –tests for CEO and Managerial abilities –tests for CEO and national directors candidates, also national directors candidates, also psychological testspsychological tests
Tests conducted by the HRM –departmentTests conducted by the HRM –department Tests are focused on the candidates’ Tests are focused on the candidates’
capabilities and aptitudescapabilities and aptitudes
Background investigationBackground investigation
Check applicants’ references and work Check applicants’ references and work historyhistory
Check candidates’ criminal record, Check candidates’ criminal record, university degrees and driving recordsuniversity degrees and driving records
Contact the applicant’s references in order Contact the applicant’s references in order to gain insight on applicant’s will-do and to gain insight on applicant’s will-do and can-do factors based on previous behaviorcan-do factors based on previous behavior
Goal is to obtain supplementary Goal is to obtain supplementary information on applicantinformation on applicant
Preliminary selectionPreliminary selection
Selection for so called “second round” – Selection for so called “second round” – some candidates are eliminatedsome candidates are eliminated
Ranking of applicants based on previous Ranking of applicants based on previous selection stages selection stages
The most suitable and best ranked The most suitable and best ranked candidates are invited to the candidates are invited to the supervisor/team interviewsupervisor/team interview
Supervisor/Team interviewSupervisor/Team interview
In-depth interview, preferably conducted as In-depth interview, preferably conducted as panel interview. panel interview.
Behavioral and situational type of questionsBehavioral and situational type of questions Depending on the position applied to, the “core” Depending on the position applied to, the “core”
panel would consist of the closest supervisor, panel would consist of the closest supervisor, HR specialist, and possibly field-related HR specialist, and possibly field-related consultant. consultant.
As a result obtained knowledge of the applicants As a result obtained knowledge of the applicants behavior and decision making capabilitiesbehavior and decision making capabilities
Medical exam/drug testMedical exam/drug test
OutsourcedOutsourced Medicals in order to ensure that the health Medicals in order to ensure that the health
of an applicant is adequate to meet the job of an applicant is adequate to meet the job requirements. Discrimination and privacy requirements. Discrimination and privacy violations to be avoided.violations to be avoided.
Drug tests in order to guarantee the Drug tests in order to guarantee the security of the workplacesecurity of the workplace
Hiring decisionHiring decision
The goal and the most critical step of the whole The goal and the most critical step of the whole application processapplication process
Systematic consideration of all the relevant Systematic consideration of all the relevant information about applicants – the final decision information about applicants – the final decision based on all the steps of the application processbased on all the steps of the application process
Recruitment strategy considered – promote Recruitment strategy considered – promote within, job bidding etc. consideredwithin, job bidding etc. considered
In general the closest supervisor has the “final In general the closest supervisor has the “final vote”vote”
Top and middle management Top and middle management SelectionSelection
Conducted by the HRM departmentConducted by the HRM department Non-direct interviewsNon-direct interviews Managerial abilities and psychological testsManagerial abilities and psychological tests Supervisor interviews conducted by HRM Supervisor interviews conducted by HRM
department, management consultant and top department, management consultant and top management. Interviews involve hypothetical management. Interviews involve hypothetical cases including problem solvingcases including problem solving
For the top most positions “third round” could be For the top most positions “third round” could be introducedintroduced
Facility manager selectionFacility manager selection HRM department conducts the selection HRM department conducts the selection
process, while national directors make the final process, while national directors make the final decision decision
Non direct interviewsNon direct interviews Personality testsPersonality tests Supervisor/Team interviews conducted by the Supervisor/Team interviews conducted by the
HRM department and national directors. HRM department and national directors. Behavioral based interview –method applied. Behavioral based interview –method applied. Coordination and communication skills Coordination and communication skills anticipatedanticipated
For facility assistants structured interviews For facility assistants structured interviews
QUESTIONS??QUESTIONS??
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