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A Labour Market Impact Assessment (French: étude d’impact sur le marché du travail, LMIA) is a document that an employer in Canada may need to receive prior to hiring a foreign worker. [ 1 ] The LMIA program has been noted to be used by fraudulent actors to sell jobs to temporary foreign workers , with them being sold a work permit in ...
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 ...
Personnel selection is the methodical process used to hire (or, less commonly, promote) individuals.Although the term can apply to all aspects of the process (recruitment, selection, hiring, onboarding, acculturation, etc.) the most common meaning focuses on the selection of workers.
LMIA refers to Labour Market Impact Assessment, as issued by Service Canada. LMIA may also refer to: Late Minoan IA period of the Minoan civilization;
Recruitment marketing refers to the inbound strategies and tactics an organization uses to find, attract, engage, and nurture talent before they apply for a job, also called the pre-applicant phase of talent acquisition. It is the practice of promoting the benefits and value of working for an employer in order to recruit talent.
Common Recruitment Examination (Chinese: 綜合招聘考試) is an examination for the recruitment of civil servants in Hong Kong. It consists of three 45-minute papers, namely Use of English (UE), Use of Chinese (UC) and Aptitude Test (AT). [ 1 ]
An offer of proof is a kind of motion that a lawyer may present to a judge or to the official presiding over a hearing. It is an explanation made by an attorney to a judge during trial to show why a question which has been objected to as immaterial or irrelevant will lead to evidence of value to proving the case of the lawyer's client.
Community bias: The first participants will have a strong impact on the sample. Snowball sampling is inexact and can produce varied and inaccurate results. The method is heavily reliant on the skill of the individual conducting the actual sampling, and that individual's ability to vertically network and find an appropriate sample.