Difference between revisions of "Employment Vacancies"
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| − | [[Employment Vacancies]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[ | + | [[Employment Vacancies]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Sourcing Essentials]]''' [[lesson]] that introduces its participants to [[employment vacancy|employment vacanci]]es and related topics. |
| − | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of | + | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of [[EmployableU Concepts]]. |
==Content== | ==Content== | ||
| − | The predecessor [[lectio]] is [[What | + | The predecessor [[lectio]] is [[What Sourcing Is]]. |
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===Script=== | ===Script=== | ||
| − | :An [[employment vacancy]] is the [[employment]] that lacks the [[employee]] now or would possibly lack the ''employee'' in some future. The ''vacancy'' might be (a) funded and available right now, (b) contingent on some | + | :An [[employment vacancy]] is the [[employment]] that lacks the [[employee]] now or would possibly lack the ''employee'' in some future. The ''vacancy'' might be (a) funded and available right now, (b) sought for the [[candidate pipeline]]; hiring of [[pipeline candidate]]s is contingent on some circumstance, for instance, awarding a contract, (c) fictionally created to research the [[job market]] of potential [[employment candidate]]s and create or update their database, if the need unexpectedly emerges. Those [[employment candidate]]s who are found through that research might be included in the ''pipeline'' as well. |
:[[Recruitment need]] refers to a necessity to hire one or more new ''employees'' to satisfy one or more [[business need]]s. | :[[Recruitment need]] refers to a necessity to hire one or more new ''employees'' to satisfy one or more [[business need]]s. | ||
| − | :On one hand, the ''need'' is than the funded and available ''vacancy'' because the ''need'' doesn't specify the number of the ''vacancies'' and their [[scope]]s. On another hand, the ''need'' is more real than an abstract vacancy. | + | :On one hand, the ''need'' is wider than the funded and available ''vacancy'' because the ''need'' doesn't specify the number of the ''vacancies'' and their [[scope]]s. On another hand, the ''need'' is more real than an abstract vacancy. |
| − | :When a ''business need'' emerges, someone in the hiring [[organization]] conducts [[job analysis]], which is an assessment that defines jobs and the behaviors necessary to perform them. | + | :When a unique ''business need'' emerges, someone in the hiring [[organization]] conducts [[job analysis]], which is an assessment that defines jobs and the behaviors necessary to perform them. |
:Based on that ''analysis'', a [[recruiter]] or someone else in the ''organization'' creates one or more [[job description]]s. The ''description'' refers to a written statement that describes a job. | :Based on that ''analysis'', a [[recruiter]] or someone else in the ''organization'' creates one or more [[job description]]s. The ''description'' refers to a written statement that describes a job. | ||
:[[Credential creep]] is the process of inflation of the minimum credentials required for a given job and the simultaneous devaluation of the value of diplomas and degrees. Those who create the ''job description'' sometimes inflate the minimum credentials to get fewer, but better candidates. | :[[Credential creep]] is the process of inflation of the minimum credentials required for a given job and the simultaneous devaluation of the value of diplomas and degrees. Those who create the ''job description'' sometimes inflate the minimum credentials to get fewer, but better candidates. | ||
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| − | == | + | :A [[job opening]] is another term that is often used for an [[employment vacancy]]. |
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| + | ===Key terms=== | ||
| + | :[[Employment vacancy]], [[recruitment need]], [[job analysis]], [[job description]], [[credential creep]] | ||
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| + | ===Closing=== | ||
| + | :Is the difference between an [[employment vacancy]] and [[recruitment need]] explained well? --Yes/No/No opinion for now | ||
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| + | '''[[Position Requirements]]''' is the successor [[lectio]]. | ||
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| + | ==Questions== | ||
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| + | ===Placement entrance exam=== | ||
:Every statement below is split into one true and one false question in the actual exam. | :Every statement below is split into one true and one false question in the actual exam. | ||
:#Job analysis is (not) an assessment that defines jobs and the behaviors necessary to perform them. | :#Job analysis is (not) an assessment that defines jobs and the behaviors necessary to perform them. | ||
Latest revision as of 21:35, 29 October 2023
Employment Vacancies (hereinafter, the Lectio) is the second lesson part of the Sourcing Essentials lesson that introduces its participants to employment vacancies and related topics.
This lesson belongs to the Introduction to Recruitment session of EmployableU Concepts.
Content
The predecessor lectio is What Sourcing Is.
Script
- An employment vacancy is the employment that lacks the employee now or would possibly lack the employee in some future. The vacancy might be (a) funded and available right now, (b) sought for the candidate pipeline; hiring of pipeline candidates is contingent on some circumstance, for instance, awarding a contract, (c) fictionally created to research the job market of potential employment candidates and create or update their database, if the need unexpectedly emerges. Those employment candidates who are found through that research might be included in the pipeline as well.
- Recruitment need refers to a necessity to hire one or more new employees to satisfy one or more business needs.
- On one hand, the need is wider than the funded and available vacancy because the need doesn't specify the number of the vacancies and their scopes. On another hand, the need is more real than an abstract vacancy.
- When a unique business need emerges, someone in the hiring organization conducts job analysis, which is an assessment that defines jobs and the behaviors necessary to perform them.
- Based on that analysis, a recruiter or someone else in the organization creates one or more job descriptions. The description refers to a written statement that describes a job.
- Credential creep is the process of inflation of the minimum credentials required for a given job and the simultaneous devaluation of the value of diplomas and degrees. Those who create the job description sometimes inflate the minimum credentials to get fewer, but better candidates.
- A job opening is another term that is often used for an employment vacancy.
Key terms
Closing
- Is the difference between an employment vacancy and recruitment need explained well? --Yes/No/No opinion for now
Position Requirements is the successor lectio.
Questions
Placement entrance exam
- Every statement below is split into one true and one false question in the actual exam.
- Job analysis is (not) an assessment that defines jobs and the behaviors necessary to perform them.
- Job description is (not) an assessment that defines jobs and the behaviors necessary to perform them.
- Job analysis is (not) a written statement that describes a job.
- Job description is (not) a written statement that describes a job.
- KSA stands (or does not stand) for knowledge, skills, and abilities.
- KSA is (not) a series of narrative statements that describe competencies that the employer is looking for.
- 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 is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
- Work-related knowledge is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
- Work-related knowledge is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
- Work-related skill is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
- Work-related skill is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
- Work-related skill is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
- Work-related ability is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
- Work-related ability is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
- Work-related ability is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
