Difference between revisions of "Book of Recruitment"

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(Job Market Essentials)
(Search for Job Candidates)
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[[Category:CNM Cyber Curriculum]][[Category:Lecture notes]]
 
[[Category:CNM Cyber Curriculum]][[Category:Lecture notes]]
 
===Search for Job Candidates===
 
:''Main wikipage: [[Search for Job Candidates]]; [https://youtu.be/ng6m0lR00zE video (2:44)]''
 
 
:'''[[Sourcing]]'''. The aggregate of [[enterprise effort]]s that are 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;">
 
:*'''[[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]].
 
:*'''[[In-network message]]'''. A message sent to the members of a network.
 
:*'''[[Employment resource]]'''. Any resource, usually web-based, that allows for matching [[employer]]s and [[employment candidate]]s.</div>
 
  
 
===Screening of Job Candidates===
 
===Screening of Job Candidates===

Revision as of 01:56, 30 April 2020

The Introduction to 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 six lessons, each of which is made of three to six lectios. At CNM Cyber, a lectio is a lesson part. Every lectio includes a presentation and a one question, either a quiz or survey.

The official version of the Session is published at CNM Cert. The Session materials are also published at CNM Tube, CNM Wiki, and various channels for marketing and convenience purposes.

The Session belongs to the Career-Overview Sessions of the CNM Cyber Orientation.


Summaries

Predecessor

The predecessor session is Introduction to Employment.

Outline

Introduction to Recruitment
# Lessons Lectios
1 Recruitment Essentials
2 Recruitment Needs
3 Job Market Essentials
4 Search for Job Candidates
5 Screening of Job Candidates
6 Recruiters' Essentials

Successor

The successor session is Introduction to Careers.

See also

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. A competence assessment in which a testee performs rather than answers the questions of evaluators.
  • 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. 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 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