Chevron Recruitment System

Topics: Recruitment, Employment, Job interview Pages: 7 (1883 words) Published: May 27, 2011
Chevron Corporation is an American multinational energy corporation. Headquartered in California, and active in more than 180 countries, it is engaged in every aspect of the oil, gas, and geothermal energy industries, including exploration and production; refining, marketing and transport; chemicals manufacturing and sales; and power generation. Chevron is one of the world's six "supermajor" oil companies. Chevron is one of the largest foreign investors in Bangladesh, supplying nearly 50 percent of the country's natural gas consumption. The two-year startup of the Bibiyana Field demonstrated Chevron’s ability to handle complex projects involving many technical, environmental and workforce challenges. Currently Chevron is employing about 2,300 workers.

Chevron supports Bangladesh's goal of maximizing the nation's energy potential by actively investing in projects that deliver. Chevron also produces natural gas from the Jalalabad and Moulavi Bazar fields, both of which produce near full capacity.

The Recruitment Process
Chevron provides a career at one of the world’s leading energy companies, with operations that span the globe and cover the entire spectrum of industry disciplines. More than just a place to work, Chevron represents a world of opportunity, challenge and fulfillment. That is why Chevron intends to generate a highly qualified candidate pool for their recruitment process. Chevron has no specific period for recruiting, unlike many other companies. It only recruits when there is a vacancy. For some projects, Chevron engages contractual hiring i.e. recruits part-time employees or temporaries. For permanent posts internal recruitment is used as a first priority. This results in vacancies in the lower level of the organization leading Chevron to use the external recruitment process. In case generating a suitable candidate pool via the internal recruiting method fails, Chevron relies on external recruiting method. For many temporary projects, e.g. surveying or researching a geological region Chevron prefers the experts, researches and geologists who worked in previous projects. They are contacted personally via e-mails. If Chevron fails to find someone suitable, it chooses professionals and current experts judging by their past performances.

The Overall Process

Chevron carries out human resource planning to decide the number of employees that are needed by the organization to carry out company operations and attain its objectives. At first, it sets up the qualifications necessary for the vacant post. After that it attracts a pool of candidates through its internal and external recruitment methods that are explained in details in the following section. Once it has attracted and got enough job applicants, it carries out a preliminary screening process of the resumes. Selected applicants are called for a written test. Number of people called for the test varies along with the post. In high grade managerial and decision making posts few people are called for the written test. For the entry level posts comparatively more people are called. After the written test, it calls the top few candidates for an interview. It determines the Yield Ratio for any two immediate stages and calls them accordingly. Here also the number of candidates called for interview varies along with the post. After a successful interviews Chevron chooses the required number of candidates for the vacant positions and give job offers. Also there is a medical and psychological test which the candidate has to pass. There some medical and physical abilities for a certain job. These abilities are graded to different classes in accordance with the job. It has a standard grade of medical fitness for a certain job. Candidate must fulfill those requirements as well. Then a job preview is presented and negotiations are done with the candidate (mainly basic salary; other facilities are fixed and constant for every employee according...
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