Recruitment Process. 11.01 Where a permanent position within the bargaining unit becomes vacant, and if the Employer declares such a vacancy, it will be posted. The parties recognize that preference in hiring will be given to individuals of Aboriginal ancestry. The posting shall indicate the qualifications required by the Employer and will give notice that the position is a classification within the bargaining unit.
Recruitment Process. 31.01 Where a vacancy within the bargaining unit is to be filled, it will be posted for a minimum period of seven (7) calendar days.
Recruitment Process. As mentioned before, the WP2 activities that potentially foresee human participation and informed consent procedures are those related to T2.1 “Analysis of User and Cybersecurity Requirements”. This task has the primary goal to specify the different types of users of the SPIDER platform, considering both cyber security experts as well as non-experts, using different real users' profiles with a variety of expertise and multiple professional orientations. Based on the stakeholder categories identified in T2.1 and presented in section 4.1, it has been concluded that either members of the SPIDER partners or members of the network of the SPIDER partners with legal relationships already established will be used as participants in the requirement elicitation process. Accordingly, there will be no open call for participation. The SPIDER partners involved in the requirements collection have an extended knowledge base within the colleagues with proper experience that will provide the required support for WP2. There are benefits with this approach: • the stakeholders involved can be selected being both relevant and appropriate to the project; • the participants will be more easily accessible by the SPIDER partners and the managerial issues (i.e., training, meetings and briefing) can be handled in a structured, organised and efficient way); and • the participants can be selected in order not to be biased or related to SPIDER in any way. Details about the planned activities for the requirements collection along with indications of how the involvement of the participants in the research activities of WP2 is organized can be found in the Deliverable D9.1 (“H - Requirement No. 1”). The presented analysis highlighted that no evidence of an ethics risk exists for the research participants given that they will be asked to fill in an anonymous online questionnaire, where no personal data will be collected. However, in fulfilment of relevant ethics requirements, the information sheet and the consent form templates are annexed to the Deliverable D9.1 (“H-Requirement No.1).
Recruitment Process. The parties recognize that a fair, consistent, efficient and effective selection process must be implemented to ensure that capable and committed people are selected or recruited for all positions and that bargaining unit employees have the opportunity to reach their full potential through a fair and open process. In recognition of the above, the posting and selection process will take into account the following: Skilled Knowledge – does the applicant have the skilled application of knowledge to the accountabilities of the role? (includes Education, Technical Skills, knowledge of product or processes, computer skills); Maturity - is the employee mature enough to handle the stresses, uncertainties, tough decisions and strained working relations that invariably occur in demanding work environment? (includes interpersonal skills, leadership skills, communications, team skills, decision making); Commitment - does the employee value the work of the role and the working conditions sufficiently to fully apply his / her capabilities to succeed in meeting the roles accountabilities? (includes knowledge of product and process, technical skills decision making, education);
Recruitment Process. Steps Actions Identify Consultant •□ Based on the department’s requisition, Candidate Sourcing is initiated from establishing and ongoing relationships leading job portals, networking, advertisements, referrals etc. Initial Screening •□ Screening the CV's freshly obtained •□ Screening the resume from our internal database confirming the pre-examined candidates possess the experience, right attitude, DocuSign Envelope ID: 5B1330FE-8397-4398-A6F2-C74DB80ADD29 UNCLASSIFIED Management Consulting Services and Financial Performance Audits RFP No. 06-80101500-J Steps Actions skills, remuneration and most importantly appropriate to department requirements Validation •□ Short-listing potential candidates for the first level of interview after validating their data Interview / Update Database •□ Conduct Technical and communication interview for evaluating the candidate’s qualifications •□ Using a variety of tools to evaluate the skills of our employment Candidates: Technical Preliminary Interview - Provides telephone or face to face technical evaluation interviews with our Candidates and submits interview summaries to our technical Recruiting Managers; Customized Tests - If a skill set is specific enough to warrant a customized test, written tests that incorporate department input; Automated/On-Line Testing Services - Online Skill Inventory And Analysis Tests, and Computer Based Testing to evaluate potential Candidates skills and experience levels •□ Conducts both a professional and a management interview on all Candidates •□ Confirm their current intent to change vis-à-vis current open position and department Refer Shortlisted profiles to department •□ Recommend interested candidate’s resumes to technical team •□ Discuss the interview schedule with department’s hiring personnel Screening by department •□ Schedule & coordinate interviews Interview based on mutual consent (F2F or Telephonic) Coordinate pre- employment check •□ Conduct pre-employment checks which include background, Criminal, security clearance and drug check •□ Pre-employment verification with the help of Professional Organizations BeaconGov knows first-hand the comfort that comes from continued familiar working relationships. BeaconGov will offer qualified incumbent employees the opportunity to apply for positions with our firm with priority placement. During the selection process, considerable weight is given to candidates recommended by Department representatives. For each identified work order Be...
Recruitment Process. The recruitment process for the Supervising Criminal Investigator III will be conducted in accordance with the Merit System Rules and will not be done via an alternately staffed transfer opportunity.
Recruitment Process. 12.1 This is a generic process – details at each step should be adapted to suit the particular circumstances of each vacancy.
Recruitment Process. Powersolv has been a pioneer in devising recruitment and retention practices that ensure availability of sufficient number of people on board with the right mix of knowledge and competencies. Our responsive and flexible technical recruiting strategy has evolved based on our extensive recruitment and hiring experience. We depend on our people to contribute knowledge, create knowledge, and put knowledge to practical use. In essence, we strive to provide our clients with the right people, at the right time, with the right skills - with optimum utilization of the client’s budget. Through our rigorous screening processes, we carefully evaluate and select the right candidates – for a position as well as for the organization. Powersolv full service Talent Acquisition Team (TAT) comprises: • Technical Recruiters (across levels & domains) with a mix of IT and Resourcing background (1-7 years of experience) • Resourcing Managers with a mix of Talent Acquisition, IT and Managerial background (7-12 years of experience) • HR Managers with a mix of HR, Talent Acquisition, IT and Managerial background (7-12 years of experience) • Account Managers with a mix of IT, Account Management & Service Delivery background (10-15 years of experience) • A panel of Technical Screening Experts (Technical Leads / Project / Program Managers) Over the last few years, the TAT has maintained a high effective conversion rate.
Recruitment Process. 5.1.1 Level at which formal agreement should be sought During the recruitment process consultation should be conducted on behalf of the partners, and agreement reached, between persons who are at a level of seniority that is appropriate in relation to the vacancy. This will usually be between the Xxxx / Heads of School in the University and Associate Medical Directors / Clinical Directors in the NHS for whom the main aspects of the job will be performed. It is the responsibility of the identified University leads to consult with the NHS leads throughout all stages of the recruitment process. For speciality training posts the job description must be approved by the Postgraduate Xxxx’x office. Before a National Training Number is made available the Postgraduate Xxxx will also require an agreed training plan to be in place. The persons who will normally be required to approve the details of the post are detailed below: Grade of Post University Lead NHS Lead Xxxxxxxxx Xxxx Associate Medical Director Senior Research Fellow Xxxx Associate Medical Director Reader Head of School Associate Medical Director Senior Lecturer Head of School Associate Medical Director Senior University Teacher Head of School Associate Medical Director Lecturer Head of School Clinical Director University Teacher Head of School Clinical Director Research Fellow PI Clinical Director For ease of reference Heads of School and Clinical Directors will be referred to in this document, however these persons should be substituted by the Xxxx and relevant Associate Medical Director where appropriate, as indicated above.
Recruitment Process. PCS uses a curated list of 3rd party job sites to seek out qualified candidates.
