Difference between revisions of "Book of Recruitment"

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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 five lectures of '''[[Careerprise Orientation]]''' (hereinafter, the ''Orientation'').
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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 six lectures of '''[[Careerprise Orientation]]''' (hereinafter, the ''Orientation'').
  
  

Revision as of 23:47, 16 June 2018

Introduction to Recruitment (hereinafter, the Lecture) is a lecture introducing the learners to recruitment and related topics. The Lecture is the third of six lectures of Careerprise Orientation (hereinafter, the Orientation).


Outline

Introduction to Employment is the predecessor lecture.

  1. Recruitment. The process of filling job vacancies with people.
    • 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 procurement.
    • Source selection. The process of selected sources whose resources, credibility and performance is expected to meet the contract/procurement objectives within a competitive range of cost.
  2. 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.
    • Job interview. An interview consisting of a conversation between a job applicant and one or more representatives of an employer which is conducted to assess whether the applicant should be hired and, possibly, negotiate conditions of this hiring.
  3. Job analysis. An assessment that defines jobs and the behaviors necessary to perform them.
    • KSA (or knowledge, skills, and abilities). A series of narrative statements that 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 description. A written statement that describes a job.
  4. Outsourced recruitment. The whole recruitment or its part that is outsourced to another legal entity, either an individual or an organization.

Introduction to Career Administration is the successor lecture.

Materials

Recorded audio

Recorded video

Live sessions

Texts and graphics

See also