Difference between revisions of "Book of Recruitment"

From CNM Wiki
Jump to: navigation, search
(→‎Quiz questions)
 
(253 intermediate revisions by 3 users not shown)
Line 1: Line 1:
−
[[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]].
  
 +
[[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]]'''.
  
−
==Outline==
 
−
''[[Introduction to Employment]] is the predecessor lecture.''
 
  
−
#'''[[Recruitment]]'''. The process of filling job vacancies with people.
+
==Summaries==
−
#*[[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 procurement.
+
===Predecessor===
−
#*[[Source selection]]. The process of selected [[source]]s whose resources, credibility and performance is expected to meet the contract/procurement objectives within a competitive range of cost.
+
:The predecessor session is [[Introduction to Employment]].
−
#'''[[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]] (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 assess whether the applicant should be hired and, possibly, negotiate conditions of this hiring.
 
−
#'''[[Job analysis]]'''. An assessment that defines jobs and the behaviors necessary to perform them.
 
−
#*[[Job description]]. A written statement that describes a job.
 
−
#'''[[KSA]]''' (or [[knowledge, skills, and abilities]]). A series of narrative statements that are particularly required when applying to United States Federal government job openings. [[KSA]]s are used to determine, along with résumés, who the best applicants are when several candidates qualify for a job.
 
−
#*[[Work-related knowledge]].
 
−
#*[[Work-related skill]].
 
−
#*[[Work-related ability]].
 
−
#'''[[Recruitment service]]'''. Any service related to [[recruitment]].
 
−
#*[[Employment agency]]. Any entity that matches employers and employment candidates.
 
−
#*[[Staffing firm]]. Any entity that provides employers with their staffers.
 
−
#*[[Temporary staffing provider]]. Any entity that provides employers with temporary staffers.
 
−
#*[[Executive search]] ([[headhunting]]). A specialized [[recruitment service]] designed to provide employers with highly qualified employment candidates especially for senior-level and executive jobs.
 
−
#'''[[Outsourced recruitment]]'''. The whole [[recruitment]] or its part that is outsourced to another [[legal entity]], either an individual or an [[organization]].
 
−
#*[[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.
 
−
#*[[Contingency recruiter]]. A [[recruiter]] who is paid only when qualified sources are identified and hired.
 
  
−
''[[Introduction to Career Administration]] is the successor lecture.''
+
===Outline===
 +
:{|class="wikitable" width=100% style="text-align:center;"
 +
|+[[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]]
 +
|}
  
−
==Materials==
+
===Successor===
−
===Recorded audio===
+
:The successor session is [[Introduction to Careers]].
−
===Recorded video===
 
−
===Live sessions===
 
  
−
===Texts and graphics===
+
==2019 Preview==
−
 
+
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>
−
===Quiz questions===
 
−
:Sample true/false questions:
 
−
:#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.
 
−
:#Sourcing 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 screening is (not) the process of finding available and qualified candidates to fill in job vacancies.
 
−
:#Recruitment is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
 
−
:#Sourcing 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.
 
−
:#Source screening 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.
 
−
:#Sourcing 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.
 
−
:#Source screening is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
 
−
:#Job interview is (not) a conversation and, possibly, negotiation between an employment candidate and one or more employer representatives.
 
−
:#Job interview is (not) a part of sourcing.
 
−
:#Job interview is (not) a part of source screening.
 
−
:#Job interview is (not) a part of source selection.
 
−
:#Job analysis. An assessment that defines jobs and the behaviors necessary to perform them.
 
−
:#Job description. A written statement that describes a job.
 
−
:#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.
 
−
:#KSA stands (or does not stand) for knowledge, skills, and abilities.
 
−
:#Work-related knowledge is (not) a part of KSA.
 
−
:#Work-related skills are (not) a part of KSA.
 
−
:#Work-related abilities are (not) a part of KSA.
 
−
:#Work-related knowledge.
 
−
:#Work-related skill.
 
−
:#Work-related ability.
 
−
:#Recruitment service. Any service related to recruitment.
 
−
:#Employment agency. Any entity that matches employers and employment candidates.
 
−
:#Staffing firm. Any entity that provides employers with their staffers.
 
−
:#Temporary staffing provider. Any entity that provides employers with temporary staffers.
 
−
:#Executive search (headhunting). A specialized recruitment service designed to provide employers with highly qualified employment candidates especially for senior-level and executive jobs.
 
−
:#Outsourced recruitment. The whole recruitment or its part that is outsourced to another legal entity, either an individual or an organization.
 
−
:#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.
 
−
:#Contingency recruiter. A recruiter who is paid only when qualified sources are identified and hired.
 
  
 
==See also==
 
==See also==
  
−
[[Category:WorldOpp Orientation]][[Category:Lecture notes]]
+
[[Category:CNM Cyber Curriculum]][[Category:Lecture notes]]

Latest revision as of 19:32, 29 October 2023

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 lessons, each of which is made of three to six lectios. At CNMCyber, a lectio is a lesson part.

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.


Summaries

Predecessor

The predecessor session is Introduction to Employment.

Outline

Introduction to Recruitment
# Lessons Lectios
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

Successor

The successor session is Introduction to Careers.

2019 Preview

The video preview presentation, 1:43 minutes, is published on 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.

See also

Retrieved from "https://pravka.bskol.com/w/index.php?title=Book_of_Recruitment&oldid=121258"