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| − | [[Introduction to Recruitment]] (hereinafter, the ''Lecture'') is a lecture introducing the learners to [[recruitment]] and related topics. The ''Lecture'' is the third of eight lectures of '''[[WorldOpp Orientation]]''' (hereinafter, the ''Orientation''). | + | The [[Book of Recruitment]] (hereinafter, the ''Session'') is the learning session that has been created to introduce its participants to [[recruitment]] and related topics. The ''Session'' consists of five [[lesson]]s, each of which is made of three to six [[lectio]]s. At [[CNMCyber]], a [[lectio]] is a [[lectio|lesson part]]. |
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| | + | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]The official version of the ''Session'' is published on [[CNM Cert]]. The ''Session'' materials are also published on [[CNM Tube]], [[CNM Wiki]], and various channels for marketing and convenience purposes. The ''Session'' belongs to '''[[EmployableU Concepts]]'''. |
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| − | ==Outline==
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| − | ''[[Introduction to Employment]] is the predecessor lecture.''
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| | | | |
| − | ===Recruitment Essentials=== | + | ==Summaries== |
| − | :''Main wikipage: [[Recruitment Essentials]]; [https://youtu.be/u9C98gvUicI video (4:44)]'' | + | ===Predecessor=== |
| | + | :The predecessor session is [[Introduction to Employment]]. |
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| − | :[[File:Acquisition.png|400px|thumb|right|[[Rational acquisition model]]]]'''[[Recruitment]]'''. The process of filling [[job vacancy|job vacanci]]es with people.<div style="background-color:#efefef; padding: 5px; margin: 15px;"> | + | ===Outline=== |
| − | :*[[File:Selection.png|200px|thumb|right|[[Source selection]]]]'''[[Source selection]]'''. The process of selecting [[source]]s whose resources, credibility, and performance is expected to meet the contract and/or procurement objectives within a competitive range of cost.
| + | :{|class="wikitable" width=100% style="text-align:center;" |
| − | :*[[File:Socialization.png|200px|thumb|right|[[Onboarding]]]]'''[[Onboarding]]'''. The mechanism of integrating a new employee into the [[enterprise]] and its [[culture]].</div>
| + | |+[[Introduction to Recruitment]] |
| | + | !# |
| | + | |width=25%|[[Lesson]]s |
| | + | ![[Lectio]]s |
| | + | |- |
| | + | |1 |
| | + | ![[Recruitment Essentials]] |
| | + | |[[What Recruitment Is]], [[What Employer Is]], [[Workforce Dealers]] |
| | + | |- |
| | + | |2 |
| | + | ![[Sourcing Essentials]] |
| | + | |[[What Sourcing Is]], [[Employment Vacancies]], [[Position Requirements]], [[Sourcing Strategies]] |
| | + | |- |
| | + | |3 |
| | + | ![[Sought Competences]] |
| | + | |[[Worker Competences]], [[What KSA Is]], [[Operational KSAs]], [[Interpersonal KSAs]], [[Enterprise KSAs]] |
| | + | |- |
| | + | |4 |
| | + | ![[Applicant Selections]] |
| | + | |[[Source Screenings]], [[Competence Assessments]], [[Worker Performance Tests]], [[Selection Phases]] |
| | + | |- |
| | + | |5 |
| | + | ![[Recruiters' Essentials]] |
| | + | |[[Who Recruiters Are]], [[Third-Party Recruiters]], [[Employment Agencies]], [[Recruiter Resources]], [[Recruitment Fees]] |
| | + | |} |
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| − | ===Recruitment Needs=== | + | ===Successor=== |
| − | :''Main wikipage: [[Recruitment Needs]]; [https://youtu.be/-EsbkmuBcJ4 video (4:17)]'' | + | :The successor session is [[Introduction to Careers]]. |
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| − | :'''[[Job analysis]]'''. An assessment that defines jobs and the behaviors necessary to perform them.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
| + | ==2019 Preview== |
| − | :*'''[[Job description]]'''. A written statement that describes a job.
| + | The video preview presentation, 1:43 minutes, is published on https://youtu.be/Emr8exlqUfc. Here is its full text:<blockquote><p>Introduction to Recruitment Preview. In the previous session which was introduction to employment, we discussed that employment consist of two parts. Employees and employers. Employees give their time and employers pay them money but the people who bring together employees and employment candidates and employers are recruiters, recruiters play a significant part in this process.</p><p>In this session we are going to review the recruitment process, we will go over rational acquisition model, we will discuss selection and how selection goes, like the selection process, we will review onboarding which brings new employees to the company, we will discuss statement of recruitment needs, we will talk about KSA`s which are knowledge skills and abilities, we will discuss funding potential candidates screening of those candidates and we will end with the services of recruiters including house hold recruitment and recruitment fees.</p><p>Hopefully we will be ready to jump to carrier administration as the successor lecture.</p></blockquote> |
| − | :*'''[[Credential creep]]'''. The process of inflation of the minimum credentials required for a given job and the simultaneous devaluation of the value of diplomas and degrees.</div>
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| − | :[[File:Ksa.png|400px|thumb|[[KSA]]]]'''[[KSA]]''' (or [[knowledge, skills, and abilities]]). Description of [[work-related competence]] in a series of narrative statements. ''KSAs'' are particularly required when applying to [[United States Federal Government]] job openings. [[KSA]]s are used to determine, along with [[résumé]]s, who the best applicants are when several candidates qualify for a job.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Work-related knowledge]]'''. A body of [[knowledge]] applied directly to a particular [[occupation]] and/or [[industry]].
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| − | :*'''[[Work-related skill]]'''. A set of skills applied directly to a particular [[occupation]] and/or [[industry]].
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| − | :*'''[[Work-related ability]]'''. A set of capacities applied directly to a particular [[occupation]] and/or [[industry]].</div>
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| − | | |
| − | ===Search for Job Candidates===
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| − | :''Main wikipage: [[Search for Job Candidates]]; [https://youtu.be/ng6m0lR00zE video (2:44)]''
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| − | | |
| − | :'''[[Sourcing]]'''. [[Enterprise effort]]s undertaken in order to identify and list possible [[source]]s, internal and/or external, that are potentially capable to provide the specified organizational resources, as well as potential [[data source]]s who are able to provide relevant information on specific acquisitions.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[ERP human resources]]'''. Any [[system]] for [[human resource management]] that is integrated into a larger [[enterprise management system]]. Usually, both systems are built on [[enterprise resource planning software]].
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| − | :*'''[[In-network message]]'''. A message sent to the members of a network.
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| − | :*'''[[Employment resource]]'''. Any resource, usually web-based, that allows for matching [[employer]]s and [[employment candidate]]s.</div>
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| − | | |
| − | ===Screening of Job Candidates===
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| − | :''Main wikipage: [[Screening of Job Candidates]]; [https://youtu.be/BSAlYAu-aWo video (5:02)]''
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| − | | |
| − | :'''[[Source screening]]'''. (1) The evaluation or investigation of a [[source]] as part of a methodical survey, to assess suitability for a particular role or purpose; (2) Techniques used for [[source consideration]], reviewing, analyzing, ranking, and selecting the best alternatives for the proposed action.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Job interview]]''' (more narrowly, [[employment interview]]). An [[interview]] consisting of a conversation between a job applicant and one or more representatives of an [[employer]] which is conducted to (a) assess whether the applicant may be hired and, possibly, (b) negotiate conditions of this hiring.
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| − | :*'''[[Situational judgment test]]'''. A substantive selection test that asks applicants how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees. | |
| − | :*'''[[Work sample test]]'''. A hands-on simulation of part or all of the work that applicants for routine jobs must perform.
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| − | :*'''[[Assessment center]]'''. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.</div>
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| − | | |
| − | ===Recruiters' Essentials===
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| − | :''Main wikipage: [[Recruiters' Essentials]]; [https://youtu.be/daMa4wfSjDM video (6:10)]''
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| − | | |
| − | :'''[[Recruitment service]]'''. Any service related to [[recruitment]].<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Recruiter]]'''. A [[legal entity]] whose business is to enlist or enroll people as [[employee]]s, students, or as members of an [[organization]].
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| − | :*'''[[Retained recruiter]]'''. A [[recruiter]] who is paid for the time spent while recruiting regardless of the fact whether qualified sources are identified, hired, or not.
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| − | :*'''[[Contingency recruiter]]'''. A [[recruiter]] who is paid only when qualified sources are identified and hired.
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| − | :*'''[[Hiring manager]]'''. A representative of the [[employer]] responsible for hiring one or more [[employee]]s to fill open positions. That manager may work for that employer as an [[employee]], be hired as an [[independent contractor]], or be an employee of another [[recruiter]].</div>
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| − | | |
| − | :'''[[Outsourced recruitment]]'''. The whole [[recruitment]] or its part that is outsourced to another [[legal entity]], either an individual or an [[organization]].<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Employment agency]]'''. Any entity that matches employers and employment candidates.
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| − | :*'''[[Staffing firm]]'''. Any entity that provides employers with their staffers.
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| − | :*'''[[Temporary staffing provider]]'''. Any entity that provides employers with temporary staffers.
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| − | :*'''[[Headhunter]]''' ([[executive search provider]] or [[headhunting provider]]). A specialized [[recruitment service]] designed to provide employers with highly qualified employment candidates especially for senior-level and executive jobs.</div>
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| − | | |
| − | :'''[[Recruitment fee]]'''. The fee that an [[employer]] agrees to pay as a compensation for sourcing, screening, and, sometimes, selecting one or more [[employment candidate]]s.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Placement fee]]'''. The fee that an [[employer]] agrees to pay a [[contingency recruiter]] as a compensation for placing one or more [[employment candidate]]s into specified employment. In the [[United States]], those fees are typically collected as a percentage of the annual salary of the hired, ranging between 20% to 33%.
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| − | :*'''[[Referral fee]]''' ([[finder's fee]]). A commission paid to an intermediary or the facilitator of a [[business transaction]]. This fee is rewarded because the intermediary discovered the deal and brought it forth to interested parties. Depending on the circumstance, this fee can be paid by either the transaction's buyer or seller. In the [[United States]], either an [[employer]] or a [[recruiter]] may pay the fee for finding a right [[employment candidate]]. For instance, an [[employer]] may pay the fee to its current employee instead of paying the [[placement fee]] to a [[contingency recruiter]]. Or a [[contingency recruiter]] may pay the fee from its [[placement fee]], etc.</div>
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| − | | |
| − | ''[[Introduction to Careers]] is the successor lecture.''
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| − | | |
| − | ==Materials==
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| − | ===Recorded audio===
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| − | ===Recorded video===
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| − | :*https://youtu.be/Emr8exlqUfc (lecture preview)
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| − | | |
| − | == Video Text==
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| − | *[[Introduction to Recruitment Preview]]
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| − | | |
| − | ===Live sessions===
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| − | | |
| − | ===Texts and graphics===
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| − | ===Quiz questions===
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| − | :Sample true/false questions:
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| − | :#Recruitment is (not) the process of filling job vacancies with people.
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| − | :#Recruitment includes (or does not include) sourcing.
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| − | :#Recruitment includes (or does not include) source screening.
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| − | :#Recruitment includes (or does not include) source selection.
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| − | :#Recruitment is (not) the process of finding available and qualified candidates to fill in job vacancies.
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| − | :#Sourcing is (not) the process of filling job vacancies with people.
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| − | :#Sourcing is (not) the process of finding available and qualified candidates to fill in job vacancies.
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| − | :#Source selection is (not) the process of finding available and qualified candidates to fill in job vacancies.
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| − | :#Source screening is (not) the process of finding available and qualified candidates to fill in job vacancies.
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| − | :#Source selection is (not) the process of filling job vacancies with people.
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| − | :#Recruitment is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
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| − | :#Sourcing is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
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| − | :#Source selection is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
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| − | :#Source screening is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
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| − | :#Source screening is (not) the process of filling job vacancies with people.
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| − | :#Recruitment is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
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| − | :#Sourcing is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
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| − | :#Source selection is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
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| − | :#Source screening is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
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| − | :#Job interview is (not) a conversation and, possibly, negotiation between an employment candidate and one or more employer representatives.
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| − | :#Job interview is (not) a part of sourcing.
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| − | :#Job interview is (not) a part of source screening.
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| − | :#Job interview is (not) a part of source selection.
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| − | :#Job analysis is (not) an assessment that defines jobs and the behaviors necessary to perform them.
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| − | :#Job description is (not) an assessment that defines jobs and the behaviors necessary to perform them.
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| − | :#Job analysis is (not) a written statement that describes a job.
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| − | :#Job description is (not) a written statement that describes a job.
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| − | :#KSA stands (or does not stand) for knowledge, skills, and abilities.
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| − | :#KSA is (not) a series of narrative statements that describe competencies that the employer is looking for.
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| − | :#Work-related knowledge is (not) a part of KSA.
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| − | :#Work-related skills are (not) a part of KSA.
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| − | :#Work-related abilities are (not) a part of KSA.
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| − | :#Work-related knowledge is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
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| − | :#Work-related knowledge is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
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| − | :#Work-related knowledge is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
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| − | :#Work-related skill is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
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| − | :#Work-related skill is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
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| − | :#Work-related skill is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
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| − | :#Work-related ability is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
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| − | :#Work-related ability is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
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| − | :#Work-related ability is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
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| − | :#Recruitment service is (not) any service related to recruitment.
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| − | :#Employment agency is (not) any entity that matches employers and employment candidates.
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| − | :#Staffing firm is (not) any entity that provides employers with their staffers.
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| − | :#(Not) every recruiter is an employee of the employer who is hiring.
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| − | :#(Not) every recruiter is paid for the candidates that he or she sourced, screened, and selected.
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| − | :#Retained recruiter is (not) paid for the time spent while recruiting.
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| − | :#Retained recruiter is (not) paid only when qualified sources are identified and hired.
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| − | :#Contingency recruiter is (not) paid for the time spent while recruiting.
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| − | :#Contingency recruiter is (not) paid only when qualified sources are identified and hired.
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| | ==See also== | | ==See also== |
| | | | |
| − | [[Category:Orientation Curriculum]][[Category:Lecture notes]] | + | [[Category:CNM Cyber Curriculum]][[Category:Lecture notes]] |
