Difference between revisions of "Book of Recruitment"

From CNM Wiki
Jump to: navigation, search
(Screening of Job Candidates)
(Screening of Job Candidates)
Line 58: Line 58:
 
:'''[[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;">
 
:'''[[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;">
 
:*'''[[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.
 
:*'''[[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.
:*'''[[Structured interview]]'''.  
+
:*'''[[Structured interview]]'''. A planned [[job interview]] designed to gather job-related information.
 
:*'''[[Panel interview]]'''. A [[structured interview]] conducted with a candidate and a number of panel members in a joint meeting.
 
:*'''[[Panel interview]]'''. A [[structured interview]] conducted with a candidate and a number of panel members in a joint meeting.
 
</div>
 
</div>

Revision as of 15:54, 26 March 2020

Introduction to Recruitment (hereinafter, the Session) is a learning session introducing its participants to recruitment and related topics. The Session consists of five presentations, each of which is followed by a quiz. The official version of the Session is published at CNM Cert. Its materials are also published at CNM Page, CNM Wiki, and various channels for marketing and convenience purposes.

The Session is the third of eight sessions of both CNM Cyber Orientation and WorldOpp Orientation.


Outline

Introduction to Employment is the predecessor session.

Recruitment Essentials

Main wikipage: Recruitment Essentials; video (4:44)
Recruitment. The process of filling job vacancies with people.

Recruitment Needs

Main wikipage: Recruitment Needs; video (4:17)
Recruitment need. A necessity to hire one or more of new employees in order to satisfy one or more business needs.
  • Job analysis. An assessment that defines jobs and the behaviors necessary to perform them.
  • Job description. A written statement that describes a job.
  • 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.
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. KSAs are used to determine, along with résumés, who the best applicants are when several candidates qualify for a job.

Job Market Essentials

Main wikipage: Job Market Essentials
Job market. Some market in which, on the one hand, employers would like to exchange their employee compensations to one's willingness to perform employer's jobs and, on the other hand, employment candidates would like to exchange their willingness to perform employer's jobs to employer's compensation.
Employer. Any legal entity that employs one or more employees.
Job-market intermediary. Any legal entity that makes or indent to make employment arrangements between worktime sellers and employers that either (a) do not deal with each other directly yet or (b) need a third party help.

Search for Job Candidates

Main wikipage: Search for Job Candidates; video (2:44)
Sourcing. Enterprise efforts undertaken in order to identify and list possible sources, internal and/or external, that are potentially capable to provide the specified organizational resources, as well as potential data sources who are able to provide relevant information on specific acquisitions.

Screening of Job Candidates

Main wikipage: Screening of Job Candidates; video (5:02)
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.
Competence assessment. Testing in which a testee is a human being and his or her competence is the subject of testing. Exams and quizzes are regularly used to test knowledge and decision-making skills. The assessment commonly includes academic testing and screening job applicants to ensure that the most appropriate candidates are hired.
Performance test.
  • Critical incident. A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
  • 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.
  • Realistic job preview. A substantive selection test that is a job tryout to assess talent versus experience. On the other side, this preview provides both positive and negative information about the job and the employer.
  • Assessment center. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.

Recruiters' Essentials

Main wikipage: Recruiters' Essentials; video (6:10)
Recruitment service. Any service related to recruitment.
Outsourced recruitment. The whole recruitment or its part that is outsourced to another legal entity, either an individual or an organization.
Recruitment fee. The fee that an employer agrees to pay as a compensation for sourcing, screening, and, sometimes, selecting one or more employment candidates.

Introduction to Careers is the successor session.

Preview presentations

Video

The video preview presentation, 1:43 minutes, is published at https://youtu.be/Emr8exlqUfc. Here is its full text:

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.

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.

Hopefully we will be ready to jump to carrier administration as the successor lecture.

Web

See also