Recruitment is all the actions implemented to find a candidate that meets the needs and competencies required for a particular job in a particular organization. To find the skills or required by vacancy profile, several conditions must be met: The process cannot succeed without first job skills and the needs of organization are clearly identified (executive search and recruiting).
Precautions are taken to ensure that risks are minimized "social reproduction". This may indeed be the natural tendency of recruiters or their managers to consciously or unconsciously favor their profiles like (same school, sex, social origin, socio-economic or religious, etc.) and, probably to reduce uncertainty their choice.
Finally, by comparison with the internal recruitment, we can expect a decrease in friction between employees who are no longer competing for the position. The method may also involve a reduction in training costs, as the successful candidate will already have qualifications for employment.
External hiring is done using different methods, such as: by classifieds (press, radio, TV, or internet). Through the use of agencies and organizations hiring official or not, as in France, the employment center (formerly ANPE) and the houses of job or jobs Cap for the recruitment of persons recognized. By review of unsolicited applications (received in form of a letter and a CV by mail or internet (called "e-recruitment).
By direct contact with candidates at forums organized by schools or groups of companies. By appointment or sponsorship: we ask company employees to nominate candidates they know. By methods based on the simulation of professional situations where the goal is not to assess the skills based on a resume or in an interview, but in testing the abilities of a person acting in context of a professional status restored. (Developed by former method ANPE, and whose employment is widespread since 2005).
According to scientific discipline - linguistics, ergonomics, psychology, educational sciences, sociology, and management only (human resource management and business strategy) - the skill is not defined in same way precludes not the same concepts. Widely reported in field of social relations, the notion of competence was widespread in 90s, with a strong drift paradigm technical concept (HRM, strategy, psychology), it has become empty words, soft concept too often from a social compromise it serves.
Once the mission is well defined, research mandate is entrusted to the firm that can use conventional methods (internet ad and / or release) or methods of direct and personalized search (called "head hunting" for very specific profiles: executives, professionals "sharp" or officers, or contexts involving strong confidentiality.
For many specialists work expertise is at center of three components in a particular context are: knowledge (are theoretical and technical knowledge or knowledge), the knowledge (or skills) and knowledge -be (or personal qualities). Each interference between these three spheres of knowledge makes its holder. A competent person meets these three facets of exercise of his knowledge in different contexts. Sum and intersection of different knowledge, reductive vision of competence threatens any observer who seeks to seriously evaluate. In contrast to performance, which is an efficient action in a given situation, competence is a potential for efficient actions in a range of situations or contexts. Of performances in various situations.
Precautions are taken to ensure that risks are minimized "social reproduction". This may indeed be the natural tendency of recruiters or their managers to consciously or unconsciously favor their profiles like (same school, sex, social origin, socio-economic or religious, etc.) and, probably to reduce uncertainty their choice.
Finally, by comparison with the internal recruitment, we can expect a decrease in friction between employees who are no longer competing for the position. The method may also involve a reduction in training costs, as the successful candidate will already have qualifications for employment.
External hiring is done using different methods, such as: by classifieds (press, radio, TV, or internet). Through the use of agencies and organizations hiring official or not, as in France, the employment center (formerly ANPE) and the houses of job or jobs Cap for the recruitment of persons recognized. By review of unsolicited applications (received in form of a letter and a CV by mail or internet (called "e-recruitment).
By direct contact with candidates at forums organized by schools or groups of companies. By appointment or sponsorship: we ask company employees to nominate candidates they know. By methods based on the simulation of professional situations where the goal is not to assess the skills based on a resume or in an interview, but in testing the abilities of a person acting in context of a professional status restored. (Developed by former method ANPE, and whose employment is widespread since 2005).
According to scientific discipline - linguistics, ergonomics, psychology, educational sciences, sociology, and management only (human resource management and business strategy) - the skill is not defined in same way precludes not the same concepts. Widely reported in field of social relations, the notion of competence was widespread in 90s, with a strong drift paradigm technical concept (HRM, strategy, psychology), it has become empty words, soft concept too often from a social compromise it serves.
Once the mission is well defined, research mandate is entrusted to the firm that can use conventional methods (internet ad and / or release) or methods of direct and personalized search (called "head hunting" for very specific profiles: executives, professionals "sharp" or officers, or contexts involving strong confidentiality.
For many specialists work expertise is at center of three components in a particular context are: knowledge (are theoretical and technical knowledge or knowledge), the knowledge (or skills) and knowledge -be (or personal qualities). Each interference between these three spheres of knowledge makes its holder. A competent person meets these three facets of exercise of his knowledge in different contexts. Sum and intersection of different knowledge, reductive vision of competence threatens any observer who seeks to seriously evaluate. In contrast to performance, which is an efficient action in a given situation, competence is a potential for efficient actions in a range of situations or contexts. Of performances in various situations.
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When you need extra assistance with your executive search and recruiting the best thing to do is to contact us through our website. Our agents are at your service and can be reached via this page http://www.hpstalent.com.
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