Difference between revisions of "Selection Phases"

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[[Source Selections]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Screening of Job Candidates]]''' [[lesson]] that introduces its participants to [[recruitment]] and related topics.
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[[Selection Phases]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Applicant Selections]]''' [[lesson]] that introduces its participants to [[recruitment]] and related topics.
  
[[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of the [[CNM Cyber Orientation]]. The ''Orientation'' is the second stage of the [[WorldOpp Pipeline]].
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[[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 Recruitment Is]].
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The predecessor [[lectio]] is [[Worker Performance Tests]].
  
===Key terms===
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[[File:Selection.png|200px|thumb|right|[[Source selection]]]]
:<div style="background-color:#efefef; padding: 5px; margin: 15px;">
 
:*[[File:Selection.png|200px|thumb|right|[[Source selection]]]]'''[[Source selection]]'''. The process of selecting [[source]]s whose resources, credibility, and performance is expected to meet the contract and/or procurement objectives within a competitive range of cost.</div>
 
  
 
===Script===
 
===Script===
:The ''fellows'' land their jobs through the [[WorldOpp Pipeline]] programme. If they start from ground zero, dedicate at least 20 hours a week, they land initial jobs as [[apprentice]]s within 2-3 months in the ''programme''. It takes 2-3 years to be competitive for well-paying jobs.
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:[[Source selection]] is the process of selecting [[source]]s whose resources, credibility, and performance is expected to meet the contract and/or procurement objectives within a competitive range of cost. This process is based on [[source screening]].
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:In [[recruitment]], the ''selection'' often includes several phases.
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:The initial selection indicates that a [[recruiter]] selects a [[job applicant]] to be screened substantively. Usually, a junior recruiter or [[software program]] makes this selection on a basis of the fact that the ''applicants'' preliminary meet a vacancy requirements. Those ''applicants'' are moved to [[employment candidate]]'s status.
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:The substantive selection indicates that ''employment candidates'' are selected for [[job interview]]s. To make this decision, a mid-level or senior recruiter often arranges one or two [[phone interview]]s.
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:A [[job offer]] signalizes that the contingent selection is made. A [[hiring manager]] is the person who is authorized to make that decision. This selection is still contingent on results of [[background check]]s, funding contracts, and, possibly, other events. When the contingency requirements are satisfied, the ''candidate'' who accepted the ''offer'' is fully brought on the board or given an [[authorized work]].
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===Key terms===
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:[[Source selection]]
  
:Currently, there is a $100 bonus payable to anyone who refers a [[WorldOpp fellow]] upon his or her admission to the [[WorldOpp]] programme.
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===Closing===
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:Are the selection phases explained well? --Yes/No/I'm not sure
  
:If you are not interested in enrolling in the [[CNM Cyber Placement]] upon your completion of the ''Orientation'', you are welcome to utilize [[CNM Cyber]] for their career enhancement, become a [[Careerprise partner|partner]],  [[Careerprise contractor|contractor]], or volunteer mentor for [[CNM Cyber Team]], as well as just do nothing.
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'''[[Who Recruiters Are]]''' is the successor [[lectio]].
  
:Whomever you choose to be within the [[CNM Cyber Workforce]], the ''Orientation'' will provide you with detailed instructions how to make that real.
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==Questions==
 
'''[[Employment Vacancies]]''' is the successor [[lectio]].
 
  
==Quiz==
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===Placement entrance exam===

Latest revision as of 21:36, 29 October 2023

Selection Phases (hereinafter, the Lectio) is the second lesson part of the Applicant Selections lesson that introduces its participants to recruitment and related topics.

This lesson belongs to the Introduction to Recruitment session of EmployableU Concepts.


Content

The predecessor lectio is Worker Performance Tests.

Script

Source selection is the process of selecting sources whose resources, credibility, and performance is expected to meet the contract and/or procurement objectives within a competitive range of cost. This process is based on source screening.
In recruitment, the selection often includes several phases.
The initial selection indicates that a recruiter selects a job applicant to be screened substantively. Usually, a junior recruiter or software program makes this selection on a basis of the fact that the applicants preliminary meet a vacancy requirements. Those applicants are moved to employment candidate's status.
The substantive selection indicates that employment candidates are selected for job interviews. To make this decision, a mid-level or senior recruiter often arranges one or two phone interviews.
A job offer signalizes that the contingent selection is made. A hiring manager is the person who is authorized to make that decision. This selection is still contingent on results of background checks, funding contracts, and, possibly, other events. When the contingency requirements are satisfied, the candidate who accepted the offer is fully brought on the board or given an authorized work.

Key terms

Source selection

Closing

Are the selection phases explained well? --Yes/No/I'm not sure

Who Recruiters Are is the successor lectio.

Questions

Placement entrance exam