Difference between revisions of "Source Screenings"
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| − | :The | + | :[[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 (a) assess whether the applicant may be hired and, possibly, (b) negotiate conditions of this hiring. | ||
| + | :[[Structured interview]]. A planned [[job interview]] designed to gather job-related information. | ||
| + | :[[Panel interview]]. A [[structured interview]] conducted with a candidate and a number of panel members in a joint meeting. | ||
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| − | : | + | :[[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]]. |
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'''[[Competence Assessments]]''' is the successor [[lectio]]. | '''[[Competence Assessments]]''' is the successor [[lectio]]. | ||
Revision as of 16:10, 7 May 2020
Source Screenings (hereinafter, the Lectio) is the second lesson part of the Source Selections lesson that introduces its participants to employment and related topics.
This lesson belongs to the Introduction to Recruitment session of the CNM Cyber Orientation. The Orientation is the second stage of the WorldOpp Pipeline.
Contents
Content
The predecessor lectio is Job-Market Intermediaries.
Key terms
- 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 (a) assess whether the applicant may be hired and, possibly, (b) negotiate conditions of this hiring.
- Structured interview. A planned job interview designed to gather job-related information.
- Panel interview. A structured interview conducted with a candidate and a number of panel members in a joint meeting.
- 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.
Script
- 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 (a) assess whether the applicant may be hired and, possibly, (b) negotiate conditions of this hiring.
- Structured interview. A planned job interview designed to gather job-related information.
- Panel interview. A structured interview conducted with a candidate and a number of panel members in a joint meeting.
- 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.
Competence Assessments is the successor lectio.
Quiz
- Every statement below is split into one true and one false question in the actual exam.
- Source screening 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 filling job vacancies with people.
- Source screening is (not) the process of finding available and qualified candidates to fill in job vacancies.
- 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.
