Lukoil Belgium : Interviewing online

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Prospective managers are put on the spot.

The Site

Lukoil Belgium, a subsidiary of Russian oil giant Lukoil, uses an online interview to test potential filling station managers for their suitability.

Lukoil Belgium is a consumer operation that runs filing stations across the country. Its bilingual (French-Dutch) site has a ‘Travailler chez Lukoil’ (“To work at Lukoil’) link at top right (with an equivalent on the Dutch site) leading to a page designed to attract managers for its filling stations.

A down page link leads to an ‘interview on-line’, which is hosted by a third party but follows the site’s look and feel. The home page explains that this is the first part of a selection procedure. Early questions are factual: ‘What is your level of education?’, ‘Do you have a numéro d’entreprise?’. A ‘no’ answer to the second question terminates the interview. The questions continue across a wide canvas. They include ‘How many children do you have?’, ‘How good is your Dutch and French?’, ‘Where do you want to work?’, ‘How much are you prepared to invest in a shop?’, ‘Would you wear a uniform?’. The final set is free form, including ‘Why do you want to work for Lukoil?’ and ‘What would you do if you feel ill?’. Finally, the interviewee is asked to fill in personal details, and to submit the questionnaire.

The Takeaway

Interactive tests are well known in the human resources world, but are still rare on websites, even more so as part of an application rather than say a profile matcher. The Lukoil interview makes good sense as an initial filtering round for a relatively standardised job such as this. The company extracts the basic details it needs, but also makes applicants work quite hard to come across well – just as they would have to in a real world interview.

The integration of a third party site with the group site is also well-handled – only people who look at the URL are likely to notice it. One oddity is that the link to the interview is well down the page and easy to miss – this may be deliberate, to discourage too many applicants, but it may simply be poor positioning.

First published on 28 January, 2010