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| − | The [[Introduction to 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 six [[lesson]]s, each of which is made of three to six [[lectio]]s. At [[CNM Cyber]], a [[lectio]] is a [[lectio|lesson part]]. Every [[lectio]] includes a [[presentation]] and a one question, either a quiz or survey. | + | 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]]. |
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| − | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]The official version of the ''Session'' is published at [[CNM Cert]]. The ''Session'' materials are also published at [[CNM Tube]], [[CNM Wiki]], and various channels for marketing and convenience purposes. | + | [[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]]'''. |
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| − | The ''Session'' belongs to the Career-Overview Sessions of the '''[[CNM Cyber Orientation]]'''. | |
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| | |1 | | |1 |
| | ![[Recruitment Essentials]] | | ![[Recruitment Essentials]] |
| − | | | + | |[[What Recruitment Is]], [[What Employer Is]], [[Workforce Dealers]] |
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| | |2 | | |2 |
| − | ![[Recruitment Needs]] | + | ![[Sourcing Essentials]] |
| − | | | + | |[[What Sourcing Is]], [[Employment Vacancies]], [[Position Requirements]], [[Sourcing Strategies]] |
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| | |3 | | |3 |
| − | ![[Job Market Essentials]] | + | ![[Sought Competences]] |
| − | | | + | |[[Worker Competences]], [[What KSA Is]], [[Operational KSAs]], [[Interpersonal KSAs]], [[Enterprise KSAs]] |
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| | |4 | | |4 |
| − | ![[Search for Job Candidates]] | + | ![[Applicant Selections]] |
| − | | | + | |[[Source Screenings]], [[Competence Assessments]], [[Worker Performance Tests]], [[Selection Phases]] |
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| | |5 | | |5 |
| − | ![[Screening of Job Candidates]]
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| − | |6
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| | ![[Recruiters' Essentials]] | | ![[Recruiters' Essentials]] |
| − | | | + | |[[Who Recruiters Are]], [[Third-Party Recruiters]], [[Employment Agencies]], [[Recruiter Resources]], [[Recruitment Fees]] |
| | |} | | |} |
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| | ===Successor=== | | ===Successor=== |
| | :The successor session is [[Introduction to Careers]]. | | :The successor session is [[Introduction to Careers]]. |
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| | + | ==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> |
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| | ==See also== | | ==See also== |
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| | [[Category:CNM Cyber Curriculum]][[Category:Lecture notes]] | | [[Category:CNM Cyber Curriculum]][[Category:Lecture notes]] |
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| − | ===Screening of Job Candidates===
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| − | :''Main wikipage: [[Screening of Job Candidates]]; [https://youtu.be/BSAlYAu-aWo video (5:02)]''
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| − | :'''[[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.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[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.
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| − | :*'''[[Structured interview]]'''. A planned [[job interview]] designed to gather job-related information.
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| − | :*'''[[Panel interview]]'''. A [[structured interview]] conducted with a candidate and a number of panel members in a joint meeting.
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| − | </div>
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| − | :'''[[Competence assessment]]'''. [[Testing]] in which a testee is a human being and his or her competence is the subject of [[testing]]. Exams and quizzes are regularly used to test knowledge and decision-making skills. The assessment commonly includes academic testing and screening job applicants to ensure that the most appropriate candidates are hired.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Written test]]'''. A [[competence assessment]] in which questions are asked and responses are provided in writing.
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| − | :*'''[[Oral test]]'''. A [[competence assessment]] in which responses are provided orally.
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| − | :*'''[[Competence descriptive evaluation]]'''. A [[competence assessment]] in which a testee demonstrates his or her [[competence]] through his or her description of concepts, skills, abilities, and/or performance.
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| − | :*'''[[Behaviorally anchored rating scale]]'''. Any scale that combines major elements from the [[critical incident]] and [[graphic rating scale]] approach. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits.</div>
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| − | :'''[[Performance test]]'''. A [[competence assessment]] in which a testee performs rather than answers the questions of evaluators.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Critical incident]]'''. A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
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| − | :*'''[[Situational judgment test]]'''. A substantive selection test that asks applicants how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees.
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| − | :*'''[[Work sample test]]'''. Hands-on simulation of part or all of the work that applicants for routine jobs must perform.
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| − | :*'''[[Realistic job preview]]'''. A substantive selection test that is a job tryout to assess talent versus experience. On the other side, this ''preview'' provides both positive and negative information about the job and the employer.
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| − | :*'''[[Assessment center]]'''. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.</div>
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| − | ===Recruiters' Essentials===
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| − | :''Main wikipage: [[Recruiters' Essentials]]; [https://youtu.be/daMa4wfSjDM video (6:10)]''
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| − | :'''[[Recruitment service]]'''. Any service related to [[recruitment]].<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Recruiter]]'''. A [[legal entity]] whose business is to enlist or enroll people as [[employee]]s, students, or as members of an [[organization]].
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| − | :*'''[[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.
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| − | :*'''[[Contingency recruiter]]'''. A [[recruiter]] who is paid only when qualified sources are identified and hired.
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| − | :*'''[[Hiring manager]]'''. A representative of the [[employer]] responsible for hiring one or more [[employee]]s to fill open positions. That manager may work for that employer as an [[employee]], be hired as an [[independent contractor]], or be an employee of another [[recruiter]].</div>
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| − | :'''[[Outsourced recruitment]]'''. The whole [[recruitment]] or its part that is outsourced to another [[legal entity]], either an individual or an [[organization]].<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Employment agency]]'''. Any entity that matches employers and employment candidates.
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| − | :*'''[[Staffing firm]]'''. Any entity that provides employers with their staffers.
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| − | :*'''[[Temporary staffing provider]]'''. Any entity that provides employers with temporary staffers.
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| − | :*'''[[Headhunter]]''' ([[executive search provider]] or [[headhunting provider]]). A specialized [[recruitment service]] designed to provide employers with highly qualified employment candidates especially for senior-level and executive jobs.</div>
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| − | :'''[[Recruitment fee]]'''. The fee that an [[employer]] agrees to pay as compensation for sourcing, screening, and, sometimes, selecting one or more [[employment candidate]]s.<div style="background-color:#efefef; padding: 5px; margin: 15px;">
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| − | :*'''[[Placement fee]]'''. The fee that an [[employer]] agrees to pay a [[contingency recruiter]] as compensation for placing one or more [[employment candidate]]s into specified employment. In the [[United States]], those fees are typically collected as a percentage of the annual salary of the hired, ranging between 20% to 33%.
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| − | :*'''[[Referral fee]]''' ([[finder's fee]]). A commission paid to an intermediary or the facilitator of a [[business transaction]]. This fee is rewarded because the intermediary discovered the deal and brought it forth to interested parties. Depending on the circumstance, this fee can be paid by either the transaction's buyer or seller. In the [[United States]], either an [[employer]] or a [[recruiter]] may pay the fee for finding the right [[employment candidate]]. For instance, an [[employer]] may pay the fee to its current employee instead of paying the [[placement fee]] to a [[contingency recruiter]]. Or a [[contingency recruiter]] may pay the fee from its [[placement fee]], etc.</div>
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| − | ''[[Introduction to Careers]] is the successor session.''
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| − | ==Preview presentations==
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| − | ===Video===
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| − | :The video preview presentation, 1:43 minutes, is published at 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>
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| − | ===Web===
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| − | ==See also==
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| − | [[Category:Orientation Curriculum]][[Category:Lecture notes]]
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