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Revision as of 18:58, 1 May 2020
The Recruitment Essentials (hereinafter, the Lesson) is the lesson of CNM Cyber that introduces its participants to recruitment and related topics. The Lesson belongs to the Introduction to Recruitment session of the CNM Cyber Orientation.
The Lesson is made up of three lectios. At CNM Cyber, the word, lectio, is used for a lesson part.
Contents
Summaries
Predecessor
- The predecessor lesson is Labor Regulations.
Outline
Recruitment Essentials Lectios # Referred topics What Recruitment Is 1 Employment Vacancies 2 What KSA Is 3 What Sourcing Is 4
Successor
- The successor lesson is Job Market Essentials.
See also
Careerprise's trade mark
Recruitment Essentials is the first lectio (or lesson part) in the Introduction to Recruitment lesson. The lesson itself is the third in CNM Cyber Orientation. Consequently, the Orientation is the first stage of WorldOpp Pipeline.
This wikipage presents its full script and those test questions that are related to that lectio.
Script
The video of the presentation is published at https://youtu.be/u9C98gvUicI (4:44). Here is its full text.
Overview
- Welcome to Recruitment Essentials. In this brief presentation, we are going to take a look at the general recruitment process, while making special stops by selection and onboarding topics. Let's go into.
What recruitment is
- Recruitment is the process of filling job vacancies with people, to understand the process we will use illustration which represents the rational acquisition model. The process starts with solicitation and sourcing. So let's say recruiters got order from an employer that for instance we need to fill a vacancy of a book keeper who used to know debit, credit, balance sheet and income statement.
- And recruiters start to try to understand where these people can be, reach out to the people and to ask or to understand whether these people are looking for a job or are available for a job then the screening process, so recruiters start asking if candidates match the employee requirements. Sometimes hiring managers can be involved in screening but the first preliminary screening is almost always accomplished by recruiters. Then recruiters find several candidates and they give information to hiring managers, then hiring managers make a decision, who from those candidates, who is more qualified and who will be selected.
- After selection, onboarding process starts. Recruiters may or may not be involved in selecting onboarding, sometimes they are, sometimes they are not.
Source selection
- We take a look at selection better and selection process. The selection goes in three stages; we believe that this candidate can possibly be qualified. Substantive we know this person is qualified but even if we know and if we like the person as an employment candidate and give an offer, usually this offer is contingent selection. So, this offer is contingent on the result of the test or maybe some probaratory period or work or something else.
Onboarding
- Finally, we take a look at onboarding, onboarding is a mechanism of integrating a new employee into the enterprise and it`s culture. Onboarding goes several stages as well, the first stage is pre-arrival, the candidates just heard about for instance Educaship Alliance LLC, and he or she can review materials online, you tube, website then encounter stage comes in, then the employment candidate and employer meet together. If the selection is made that metamorphosis stage comes into the place and here the documents are signed and an employee get costumed into the organization culture, and the organization itself gets a costumed to a new employee.
Summary
- This concludes the Recruitment Essentials presentation. We have defined recruitment and used the rational acquisition model to take a look at the recruitment process. Special considerations were given to source selection and onboarding. If you haven't done yet so, you are now welcome to move to Introduction to Recruitment.
Quiz questions
- Every statement below is split into one true and one false question in the actual exam.
- Recruitment is (not) the process of filling job vacancies with people.
- Recruitment includes (or does not include) sourcing.
- Recruitment includes (or does not include) source screening.
- Recruitment includes (or does not include) source selection.
- Recruitment is (not) the process of finding available and qualified candidates to fill in job vacancies.
- Source selection is (not) the process of finding available and qualified candidates to fill in job vacancies.
- Source selection is (not) the process of filling job vacancies with people.
- Recruitment is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
- Source selection is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
- Recruitment is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
- Source selection is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
- Every statement below is split into one true and one false question in the actual exam.
- Sourcing is (not) the process of filling job vacancies with people.
- Sourcing is (not) the process of finding available and qualified candidates to fill in job vacancies.
- Sourcing is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
- Sourcing is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
2019 Sourcing of Job Candidates
The Lesson is made up of three lectios. At CNM Cyber, the word, lectio, is used for a lesson part.
See also
This wikipage presents its full script and those test questions that are related to that lectio.
Search for Job Candidates
- Main wikipage: Vacancy Marketing; video (2:44)
- Sourcing. The aggregate of enterprise efforts that are 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.
- 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 employers and employment candidates.
Script
The video of the presentation is published at https://youtu.be/ng6m0lR00zE (2:44). Here is its full text.
Overview
- Welcome to Search for Job Candidates. In this brief presentation, we are going to take a look at how recruiters look for candidates to hire. Let's undertake.
Search through internal sources
- How recruiters find potential candidates. One of the most reasonable is to check the organization`s database. Before we have someone who work for us or submitted their resume and we like the person but we were not ready to give an offer but now we are and we can reach out to the person and ask if he/she is interested in the position available that matches their profile.
- Because screening usually is an expensive process, e-network messages is one of the most reasonable resource where by instead of posting vacancy on the website, the organization may just send an e-mail to its employees stating the vacancy and inquire information on anyone who matches the organization`s profile. Assuming, if this person is already an employee, he/she can apply and basically the screening process is complete and onboarding is made easier.
Search through external sources
- Employment resource is another popular tool, an organization can go to any resource, usually web-based that allows matching employers and employment candidates. You can search by typing the position you want to fill. Let`s say an accountant. Someone will pop up and you are able to screen the person if he/she could be a good match and reach out to the person. This way, you will get a lot of responses some of them could be good but most of them would not.
Summary
- This concludes the Search for Job Candidates presentation. We have defined sourcing and taken a look at internal sources such as ERP human resources and in-network messages, as well as external employment resources. If you haven't done yet so, you are now welcome to move to Source Selections.
