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).
These different dimensions and these tools predict a more or less successful candidates on their future position. It varies over time, countries and types of positions. International law prohibits such child labor. Some general principles should be followed in recruitment, including non-discrimination on a number of criteria (18 are required by law, possibly enriched by such charters sustainable development or the Diversity Charter).
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.
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.
These different dimensions and these tools predict a more or less successful candidates on their future position. It varies over time, countries and types of positions. International law prohibits such child labor. Some general principles should be followed in recruitment, including non-discrimination on a number of criteria (18 are required by law, possibly enriched by such charters sustainable development or the Diversity Charter).
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.
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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