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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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| | ![[Recruitment Essentials]] | | ![[Recruitment Essentials]] |
| − | |[[What Recruitment Is]], [[Employment Vacancies]], [[What KSA Is]] | + | |[[What Recruitment Is]], [[What Employer Is]], [[Workforce Dealers]] |
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| − | ![[Job Market Essentials]] | + | ![[Sourcing Essentials]] |
| − | |[[What Job Market Is]], [[What Employer Is]], [[Job-Market Intermediaries]] | + | |[[What Sourcing Is]], [[Employment Vacancies]], [[Position Requirements]], [[Sourcing Strategies]] |
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| − | ![[Vacancy Marketing]] | + | ![[Sought Competences]] |
| − | |[[What Sourcing Is]], [[Job Market Resources]] | + | |[[Worker Competences]], [[What KSA Is]], [[Operational KSAs]], [[Interpersonal KSAs]], [[Enterprise KSAs]] |
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| − | ![[Source Selections]] | + | ![[Applicant Selections]] |
| − | |[[Source Screenings]], [[Competence Assessments]], [[Performance Tests]], [[Job Offers]] | + | |[[Source Screenings]], [[Competence Assessments]], [[Worker Performance Tests]], [[Selection Phases]] |
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| | ![[Recruiters' Essentials]] | | ![[Recruiters' Essentials]] |
| − | |[[Who Recruiters Are]], [[Third-Party Recruiters]], [[What Recruiters Do]] | + | |[[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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| − | ==2019 presentation==
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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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| − | This wikipage presents its full script and those test questions that are related to that [[lectio]].
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| − | The video of the presentation is published at https://youtu.be/-EsbkmuBcJ4 (4:17). Here is its full text.
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| − | ===Overview===
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| − | :Welcome to ''Introduction to Recruitment''. In this brief presentation, we are going to define [[recruitment need]]s and take a look at how recruiters identify what they would like to hire. Let's make it happen.
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| − | ===What a recruitment need is===
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| − | :In recruitment needs, when the employer identifies the need of bringing someone on the boat, they need to create a statement. Usually the statement of the needs. Usually the statement is a result of job analysis or an assessment that defines jobs and behaviors and as a result the statement can be expressed in job description which is a written statement that describes job.
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| − | :Sometimes employers, let`s say department does this work, it creates a job description, sometimes recruiters do that. At least recruiters usually overview some addition or their opinions because usually recruiters post job descriptions.
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| − | ===Credential creep===
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| − | :We are going to discuss a phenomenon known as Credential Creep. Recruiters usually are bureaucrats and tend to increase requirements for the job. If an employer brings a need or department brings a need for an accountant, a recruiter thinks there is going to be too many responses and pushes the requirement higher. For instance, adds a master’s degree in accounting as one of the requirements. So an employer needs an accountant who does balance sheet and income statement but recruiters add an additional requirement to this. This phenomenon is called Credential Creep.
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| − | ===KSA===
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| − | :[[File:Ksa.png|400px|thumb|[[KSA]]]]There is no any one single way to describe job and no single way to describe job description, we at Educaship Alliance LLC use something called KSA`s and these stands for knowledge, skills and abilities. Why? Because the United States Government use this KSA`s for their job openings. KSA is a description of what related competence in the series of narrative statement.
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| − | :Going over this, the first comes knowledge, knowledge is the part of knowledge applied directly to a particular occupation and industry and skills is technically work related skills and abilities is the set of capacities. What is the difference between skills and abilities? Skill is a learnt ability, but ability is the capacity to do something more just like learned skills.
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| − | :From the review of the previous section, we know that any competence or work related competence can be chunked into administrative occupation required and industry related, we can create some kind of a matrix or a table that we can chunk further for instance administrative competence can include administrative knowledge, skills and abilities and vis versa. Abilities can include administrative abilities, occupation required and industry related.
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| − | ===Summary===
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| − | :This concludes the ''Introduction to Recruitment'' presentation. We have defined [[recruitment need]] and taken a look at the tools that recruiters use to identify a profile of a successful candidate including [[job description]]s and [[KSA|knowledge, skills, and abilities]]. A special stop was made by [[credential creep]] that some say is a recent trend in [[recruitment]]. If you haven't done yet so, you are now welcome to move to [[Vacancy Marketing]].
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| − | ===Quiz===
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| − | :Every statement below is split into one true and one false question in the actual exam.
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| − | :#Job analysis is (not) an assessment that defines jobs and the behaviors necessary to perform them.
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| − | :#Job description is (not) an assessment that defines jobs and the behaviors necessary to perform them.
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| − | :#Job analysis is (not) a written statement that describes a job.
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| − | :#Job description is (not) a written statement that describes a job.
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| − | :#KSA stands (or does not stand) for knowledge, skills, and abilities.
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| − | :#KSA is (not) a series of narrative statements that describe competencies that the employer is looking for.
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| − | :#Work-related knowledge is (not) a part of KSA.
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| − | :#Work-related skills are (not) a part of KSA.
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| − | :#Work-related abilities are (not) a part of KSA.
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| − | :#Work-related knowledge is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
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| − | :#Work-related knowledge is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
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| − | :#Work-related knowledge is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
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| − | :#Work-related skill is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
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| − | :#Work-related skill is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
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| − | :#Work-related skill is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
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| − | :#Work-related ability is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
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| − | :#Work-related ability is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
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| − | :#Work-related ability is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
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| − | [[Category:Orientation Curriculum]][[Category:Lecture notes]]
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