Difference between revisions of "Book of Recruitment"
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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. | #'''[[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]]. An [[interview]] consisting of a conversation between a job applicant and one or more representatives of an [[employer]] which is conducted to assess whether the applicant should be hired and, possibly, negotiate conditions of this hiring. | #*[[Job interview]]. An [[interview]] consisting of a conversation between a job applicant and one or more representatives of an [[employer]] which is conducted to assess whether the applicant should be hired and, possibly, negotiate conditions of this hiring. | ||
| − | #'''[[Job analysis]]'''. | + | #'''[[Job analysis]]'''. An assessment that defines jobs and the behaviors necessary to perform them. |
#*[[KSA]] (or [[knowledge, skills, and abilities]]). A series of narrative statements that are particularly required when applying to United States Federal government job openings. [[KSA]]s are used to determine, along with résumés, who the best applicants are when several candidates qualify for a job. | #*[[KSA]] (or [[knowledge, skills, and abilities]]). A series of narrative statements that are particularly required when applying to United States Federal government job openings. [[KSA]]s are used to determine, along with résumés, who the best applicants are when several candidates qualify for a job. | ||
| − | #*[[Job description]]. | + | #*[[Job description]]. A written statement that describes a job. |
| − | #'''[[Outsourced recruitment]]'''. | + | #'''[[Outsourced recruitment]]'''. The whole [[recruitment]] or its part that is outsourced to another [[legal entity]], either an individual or an [[organization]]. |
| − | #*[[Retained recruiter]]. | + | #*[[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. |
| − | #*[[Contingency recruiter]]. | + | #*[[Contingency recruiter]]. A [[recruiter]] who is paid only when qualified sources are identified and hired. |
''[[Introduction to Career Administration]] is the successor lecture.'' | ''[[Introduction to Career Administration]] is the successor lecture.'' | ||
Revision as of 17:51, 12 June 2018
Introduction to Recruitment (hereinafter, the Lecture) is a lecture introducing the learners to recruitment and related topics. The Lecture is the third of five lectures of Careerprise Orientation (hereinafter, the Orientation).
Contents
Outline
Introduction to Employment is the predecessor lecture.
- Recruitment. The process of filling job vacancies with people.
- Sourcing. Enterprise efforts undertaken in order to identify and list possible sources, internal and/or external, that are potentially capable to provide the specified organizational resources, as well as potential data sources who are able to provide relevant information on specific procurement.
- Source selection. The process of selected sources whose resources, credibility and performance is expected to meet the contract/procurement objectives within a competitive range of cost.
- 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. An interview consisting of a conversation between a job applicant and one or more representatives of an employer which is conducted to assess whether the applicant should be hired and, possibly, negotiate conditions of this hiring.
- Job analysis. An assessment that defines jobs and the behaviors necessary to perform them.
- KSA (or knowledge, skills, and abilities). A series of narrative statements that are particularly required when applying to United States Federal government job openings. KSAs are used to determine, along with résumés, who the best applicants are when several candidates qualify for a job.
- Job description. A written statement that describes a job.
- Outsourced recruitment. The whole recruitment or its part that is outsourced to another legal entity, either an individual or an organization.
- 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.
- Contingency recruiter. A recruiter who is paid only when qualified sources are identified and hired.
Introduction to Career Administration is the successor lecture.
