Book of Recruitment

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 lessons, each of which is made of three to six lectios. At CNM Cyber, a lectio is a lesson part. Every lectio includes a presentation and a one question, either a quiz or survey.

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.

The Session belongs to the Career-Overview Sessions of the CNM Cyber Orientation.

Summaries

Predecessor

The predecessor session is Introduction to Employment.

Outline

Introduction to Recruitment

#	Lessons	Lectios
1	Recruitment Essentials	What Recruitment Is, Employment Vacancies, What KSA Is, What Sourcing Is
2	Job Market Essentials	What Job Market Is, What Employer Is, Job-Market Intermediaries
3	Source Selections	Source Screenings, Competence Assessments, Performance Tests, Job Offers
4	Recruiters' Essentials	Who Recruiters Are, Third-Party Recruiters, What Recruiters Do

Successor

The successor session is Introduction to Careers.

2019 presentation

The video preview presentation, 1:43 minutes, is published at https://youtu.be/Emr8exlqUfc. Here is its full text:

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.

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.

Hopefully we will be ready to jump to carrier administration as the successor lecture.

This wikipage presents its full script and those test questions that are related to that lectio.

The video of the presentation is published at https://youtu.be/-EsbkmuBcJ4 (4:17). Here is its full text.

Overview

Welcome to Introduction to Recruitment. In this brief presentation, we are going to define recruitment needs and take a look at how recruiters identify what they would like to hire. Let's make it happen.

What a recruitment need is

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.

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.

Credential creep

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.

KSA

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.

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.

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.

Summary

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 descriptions and 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 Introduction to Careers.

Quiz

Every statement below is split into one true and one false question in the actual exam.

1. Job analysis is (not) an assessment that defines jobs and the behaviors necessary to perform them.
2. Job description is (not) an assessment that defines jobs and the behaviors necessary to perform them.
3. Job analysis is (not) a written statement that describes a job.
4. Job description is (not) a written statement that describes a job.
5. KSA stands (or does not stand) for knowledge, skills, and abilities.
6. KSA is (not) a series of narrative statements that describe competencies that the employer is looking for.
7. Work-related knowledge is (not) a part of KSA.
8. Work-related skills are (not) a part of KSA.
9. Work-related abilities are (not) a part of KSA.
10. Work-related knowledge is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
11. Work-related knowledge is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
12. Work-related knowledge is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
13. Work-related skill is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
14. Work-related skill is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
15. Work-related skill is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
16. Work-related ability is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
17. Work-related ability is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
18. Work-related ability is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.