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??