SHELL SELECTION PROCESS Before an applicant is selected by Shell, he or she would have to achieve the company’s expectations via there degree qualification and are required to have a valid work permit for their location they are being selected to work in. There selection process begins with a candidate being asked to create a profile and complete three pre registration questions to check if they certify the three company fits which are person fit, job fit and team fit.
After which they are asked to select the position they wish to occupy and complete an application form which includes attaching a Resume/ CV. then the applicant has to answer a short questionnaire. On completion of submitting the the application form and resume/CV. Shell will send a confirmation letter that the information has been received within 48 hrs of submission date. Two weeks upon receiving the complete application, shell will let the applicant know if they have been invited for an interview.
This may take place either face to face or over the telephone where the interviewer will assess the candidates performance based on different criteria’s which include capacity, achievement, relationship skills, and if the candidates position requires it then technical skills as well. (CART) At this point, the candidate will be given an opportunity to inform the company more about themselves in terms of achievements, challenges they’ve faced how they overcame them demonstrating the qualities shell is looking for.
This will also be an opportunity for candidates to ask questions about their role, the culture, work, work environment or other areas that interest them. ASSESSMENT If applicants pass the first stage of the interviews, they are invited to the final stage of the application process which is the assessment day. An assessment day may last from about 7am to 6pm and is divided into four main sections which are; presentation, role play, group exercise and individual interview. During the presentation stage, candidate groups may be given sheets of paper containing several different issues related to the company sector.
Each group member is has to pick a different subject to present on and are given about 20 min to prepare for their presentation. After which each group member will present individually to two assessors. The Role play session involves the two assessors usually manager or executives from different departments selected by the HR department acting as the candidate’s right hand person for example VP sales. The assessor’s present different situations to the candidates and the candidates role is to attend to the task given by making decisions and advising the assessors on how they would solve the situation.
The group exercise is basically to test a candidate’s skill in terms of leadership, communication and teamwork. This stage will be examined by five assessors. Members of candidate groups are each given different locations to analyze if they are suitable for mining. After which, the group has to come together and discuss the different locations as a group, each members primary individual analysis is discussed. The team has to decide which location is the most suitable for mining. Last but not least is the individual interview which is the final session.
This is a face to face interview where the assessor will ask questions based on competency, the candidates CV and questions about the assessment day. After these for stages candidates will be invited to a compatibility meeting with a relevant business manager. This meeting is for a candidate to find out if the fit the particular department of the company they applied for and if they are successful a formal letter will be issued to them informing whether they have been selected for the job. THE SHELL ‘C.
A. R. T. ’ CRITERIA As mentioned earlier, candidates for Shell companies are selected according to four criteria’s. These criteria’s are Capacity, Achievement, Relationships and Technical skills. Technical graduates are assessed across all four criteria’s while commercial graduates are assessed among only the first three leaving out technical skills. In Capacity, Shell is looking for people with intellectual, analytical, creative ability to learn quickly, identify issues and propose solutions.
They want to know if a candidate can reach informed conclusions through critical thinking, work with incomplete or contradicting data and take well calculated risks and many other qualities in that area of an employee. Looking at achievement Shell looks at candidates who can be future leaders. They want people who can work individually as well as in teams. Here the company will consider your academic qualifications, achievements in a graduate’s life, former peer groups or employees and how you were assessed. Relationships includes being able to influence people through diversifying communication style, what eading roles you have had in your life. If a candidate is able to work effectively as part of a diverse team and create long term mutual relations. It is also important that a candidate has cross culture skills and can adapt to different cultures. Technical skills which are looked at in technical graduates require them to outline their experience of research and there general problem solving ability. This skill is mainly assessed during the final assessment where they are examined on understanding their study discipline.