When recruiting a large number of factors are taken into account in choice of candidates (training, work experience, major professional accomplishments, professional interest, general factor (G) values) and tools (interviews, unstructured interviews, tests of cognitive abilities, personality tests, simulation tests (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.
Thus, a test on the basis of CV showed that same skills and experience, a man with first and last name of French descent, white skin and whose physical appearance does not present features considered unsightly, has more likely to be invited for an interview. The trend of social reproduction is often opposed to serendipity in recruitment, and the home of various profiles and new, additional or atypical that could enrich the business community or the person seeking a (an) employee (Achievement).
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).
External recruitment can be made in whole or in part by internal organization. The company may also use a recruitment agency to delegate some or all of recruitment process. Depending on the mission entrusted by company and the expertise of firm selected, the methods may be different: It may be the simple replacement of a profile identical or upgrading or created position, which may require an organizational audit and the drafting of a function definition.
The concept of knowledge obviously refers to initially and subsequently acquired knowledge essential to practice of profession. The concept of procedural knowledge is related to what is common to trade, to profession. Experience the knack of workman for example is related to uniqueness of individual, his practice in conduct of business and in relation to others within team dealing with customers.
Depending on the nature of position and the hiring criteria determined, the HRM shall, in accordance with the operational manager, whether internal or external recruitment will be used. Internal recruitment favors internal mobility. He is filling the position by appointing a person who is already working in company. When possible, this method is often preferred by HRM because it has certain advantages. Internal recruitment is a low implementation cost, the recruit that way knows the business and is operating much faster (including if a trainee, temporary or external consultant). Wider internal recruitment allows, when practiced regularly, motivate people working for the company thaty can consider promotions and internal transfers. (Play social mobility).
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.
Thus, a test on the basis of CV showed that same skills and experience, a man with first and last name of French descent, white skin and whose physical appearance does not present features considered unsightly, has more likely to be invited for an interview. The trend of social reproduction is often opposed to serendipity in recruitment, and the home of various profiles and new, additional or atypical that could enrich the business community or the person seeking a (an) employee (Achievement).
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).
External recruitment can be made in whole or in part by internal organization. The company may also use a recruitment agency to delegate some or all of recruitment process. Depending on the mission entrusted by company and the expertise of firm selected, the methods may be different: It may be the simple replacement of a profile identical or upgrading or created position, which may require an organizational audit and the drafting of a function definition.
The concept of knowledge obviously refers to initially and subsequently acquired knowledge essential to practice of profession. The concept of procedural knowledge is related to what is common to trade, to profession. Experience the knack of workman for example is related to uniqueness of individual, his practice in conduct of business and in relation to others within team dealing with customers.
Depending on the nature of position and the hiring criteria determined, the HRM shall, in accordance with the operational manager, whether internal or external recruitment will be used. Internal recruitment favors internal mobility. He is filling the position by appointing a person who is already working in company. When possible, this method is often preferred by HRM because it has certain advantages. Internal recruitment is a low implementation cost, the recruit that way knows the business and is operating much faster (including if a trainee, temporary or external consultant). Wider internal recruitment allows, when practiced regularly, motivate people working for the company thaty can consider promotions and internal transfers. (Play social mobility).
About the Author:
You can visit www.hpstalent.com for more helpful information about Basic Overview Of Executive Search And Recruiting.
0 commentaires:
Post a Comment