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Radian One is designed to carry up to five crew members to low Earth orbit, with as much as 5,000 pounds of payload going up and 10,000 pounds going down. The delta-winged plane will be launched from a rocket-powered sled. Radian claims it will be able to land on any 10,000 ft (3,000 m) runway and fly again in 48 hours. [6]
Staffing is the process of finding the right worker with appropriate qualifications or experience and recruiting them to fill a job position or role. [1] [2] Through this process, organizations acquire, deploy, and retain a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness. [3]
Radian is a group of separately capitalized companies that share a unified strategic focus. Radian's core business, Radian Guaranty Inc., provides private mortgage insurance to protect lenders from default-related losses, facilitate the sale of low-down-payment mortgages in the secondary market and enable homebuyers to purchase homes with down-payments less than 20%.
Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs (either permanent or temporary) within an organization. Recruitment also is the process involved in choosing people for unpaid roles .
Recruitment involves the identification of potential applicants and the marketing of positions. AI is commonly utilized in the recruitment process because it can help boost the number of qualified applicants for positions. Companies are able to use AI to target their marketing to applicants who are likely to be good fits for a position.
An applicant tracking system (ATS) is a software application that enables the electronic handling of the entire recruitment and hiring processes. [1] An ATS is very similar to customer relationship management (CRM) systems, but are designed for recruitment tracking purposes. An Applicant tracking system has 8 main use cases: Source qualified ...
Recruitment metrics are a standard set of measurements used to manage and improve the process of hiring candidates into an organization. Candidates can be existing employees within an organization, people entering the workforce for the first time or employees interested in job opportunities outside their current organization.
The process of competency-based recruitment is intended to be fairer and a more realistic approach than other recruitment processes, by clearly laying down the required competencies and then testing them in such a way that the recruiter has little discretion to favour one candidate over another; the process assumes high recruiter discretion is ...