Recruiting glossary

Mobile recruiting is the process of recruiting candidates using mobile devices and allows recruiters to connect with candidates in real-time on the modern platforms where candidates spend a lot of time.

A temporary contract is an agreement between an employer and employee that outlines the duties and expectations of the employee during their temporary employment. This type of contract is often used for employees who are filling in for another employee who is on leave, or for employees who are only needed for a short period of time.

Talent Intelligence is the process of collecting and analysing data about the workforce to make better decisions about talent management and strategy.

Employee retention is a process in which an employer tries to keep its employees for a long time. It may involve initiatives such as offering better working conditions, providing training and development opportunities, and offering incentives.

Salary benchmarking is the process of comparing an individual's salary to the salaries of others in the same or similar position in order to determine whether the individual is being fairly compensated.

An executive search firm is a professional services firm that helps organizations find and hire senior-level executives. The firm typically works with organizations on a retainer basis, and uses a variety of search methods to identify and attract potential candidates.

Generation X is a demographic cohort born between the early-to-mid 1960s and the early 1980s. They are sometimes called the "sandwich" generation, because they are sandwiched between the Baby Boomers and the Millennials.

Resume Parsing is the process of extracting information from resumes and converting it into a format that can be stored in a database. The most common fields that are parsed are name, email, phone number, education, and work experience.

People analytics is a data-driven approach to managing people at work. It uses data and analytics to help organizations make better decisions about their people. People analytics can help organizations with a variety of decisions, including hiring, development, and performance management. Additionally, people analytics can help organizations understand and predict employee behavior, and identify potential issues before they become problems.

The hiring process is the process of identifying, screening, interviewing, and selecting candidates.

A hybrid-remote work arrangement is one where an employee works some of their hours in the office, and the rest remotely. This can be a great way to provide employees with the flexibility they need to balance their work and personal life, while still maintaining some level of communication and collaboration within the company.

Social media recruiting is the process of using social media platforms to identify, attract, and hire candidates.

The stages of hiring are the steps that are typically followed when an organization is looking to fill a position. The stages can vary slightly depending on the organization, but usually include some combination of sourcing candidates, screening candidates, interviewing candidates, and making a job offer.

Turnover rate is a percentage that represents the number of employees who leave an organization within a certain time frame.

Transferable skills are a type of skill that can be transferred from one job to another. These skills are usually learned through experience and can be used in a variety of different jobs. Some examples of transferable skills include: communication, teamwork, problem solving, and time management.

A tech recruiter is a professional who helps companies find and hire the best talent in the technology industry. They use their knowledge of the latest technology trends and the job market to identify the best candidates for each role. Tech recruiters also work with candidates to help them prepare for interviews and negotiate job offers.

Applicant Tracking System (ATS) is a system that automates the hiring process. It allows employers to post job openings and track applicants. It also allows applicants to track their progress through the hiring process.

The Automated Interview Scheduler is a tool that helps schedule and manage interviews. It allows users to create interview schedules, track interview progress, and send interview reminders. The tool also provides a way for interviewers to give feedback and rate candidates.

Succession planning is the process of identifying and developing individuals within an organization who have the potential to fill future leadership roles.

An actively passive candidate is a candidate who is interested in a company or job, but who is not doing anything to pursue it.

An internal recruiter is someone who is employed by the hiring company to fill positions.

A Talent Acquisition Specialist is responsible for identifying and recruiting top talent for an organization. They develop recruiting strategies, identify potential candidates, and build relationships with candidates to ensure they are a good fit for the organization. The Talent Acquisition Specialist plays an important role in ensuring an organization has the talent it needs to be successful.

Asynchronous communication is a type of communication where messages are not sent at regular intervals, but are instead sent as they are available. This allows for communication to take place without the need for all parties to be available at the same time, which can make it more efficient.

A candidate assessment is a process whereby a potential employer evaluates the skills, experience, and qualifications of a job candidate. This assessment may take the form of an interview, a written examination, or a work sample test. The purpose of a candidate assessment is to determine whether or not the candidate is a good fit for the job in question.

The source of hire is the place where an employee is recruited. The most common sources of hire are through referrals, job postings, and employee recruiting agencies.

A recruitment plan is an organization's plan to attract and retain the best employees.

DEI is about creating a more diverse, equitable and inclusive society. It includes initiatives to address social and economic inequality, racism, sexism and other forms of discrimination. DEI also promotes equal opportunity and access to resources, services and opportunities.

Talent Relationship Management (TRM) is a system for managing talent relationships.

The hiring manager is responsible for all aspects of the hiring process, from sourcing and screening candidates to conducting interviews and extending job offers. In addition to being a strategic partner in identifying top talent, the hiring manager also plays an important role in employee retention and development.

The Recruitment Workflow is a process that helps organizations to identify, attract, and hire the best candidates for open positions. The workflow includes defining the position, sourcing candidates, screening candidates, interviewing candidates, selecting the candidates, offering the position and onboarding the new hire.

A Distributed Company is a company that is organized into small, autonomous teams that are distributed across different geographical locations.

The remote-first work model is a way of working where employees are given the option to work remotely, either full-time or part-time. This model has become increasingly popular in recent years as more and more companies are recognizing the benefits of having a remote workforce. Some of the benefits of the remote-first work model include increased productivity, decreased absenteeism, and improved work-life balance.

The number of applicants per hire is a metric that measures the number of job applicants who are hired for a position. This metric is used to track the effectiveness of recruiting efforts and to identify trends in the labor market.

A executive recruiter is a professional who helps companies find and hire executives. They work with clients to identify their needs and then search for qualified candidates. They also provide guidance to candidates throughout the hiring process.

Executive search is the process of finding and vetting candidates executive positions in an organization.

A Knowledge, Skills and Abilities (KSAS) is a document used by organizations to identify the specific skills and abilities required for a particular job. It is also used to assess and select candidates for employment. The KSAS includes information on the required knowledge, skills and abilities for the job, as well as the level of proficiency required.

Flexible staffing is a staffing model that allows businesses to adjust their workforce in response to changes in demand. This can include hiring temporary or contract workers, using employee-sharing arrangements, or reducing hours. The goal is to match the number of employees with the amount of work that needs to be done, in order to improve efficiency and reduce costs.

Flexible work schedule is a work arrangement that allows employees to vary their arrival and departure times and/or work location.

The minimum qualifications for a job are the absolute minimum requirements that a candidate must possess in order to be considered for the role. These qualifications may include, but are not limited to, specific skills, knowledge, experience, education, or licenses and certifications.

The abandon rate in recruitment is the percentage of job seekers who start the application process but do not complete it. A high abandon rate can be a sign that the application process is too long or complicated, or that the job is not a good fit for the candidates.

Redundancy is when one or more positions are regarded unnecessary and will be eliminated. This can happen as a result of restructuring, downsizing, a change in business needs, or when an employee’s skills are no longer required.

A candidate persona is a fictional representation of an ideal candidate for a particular role. It includes information such as the candidate's skills, experience, and goals. The persona is used to help organizations better understand their target audience and create more targeted recruiting materials.

A candidate background check is an additional assessment of a candidate's history by an employer.

A digital nomad is a person who is able to work remotely, often using technology, in order to live a nomadic lifestyle.

Candidate Experience is the term used to describe the journey that a candidate goes through when applying for a job. This includes everything from the initial job posting to the final job offer. A good candidate experience will make a candidate feel valued and appreciated, and will increase the chances of them accepting a job offer. A bad candidate experience can discourage a candidate from applying for a job, or from accepting a job offer if one is made.

Offer acceptance rate is the percentage of job offers that are accepted by candidates.

The Interview Scorecard is a tool used by recruiters to help assess and compare candidates. It is a way to objectively compare candidates based on their qualifications and performance in an interview.

A candidate screening matrix is a tool used by recruiters to help identify the best candidates for a role. The matrix includes a list of skills and qualifications that are required for the role, and candidates are rated on their ability to meet each criterion. The matrix can be used to quickly compare candidates and identify those who are the best fit for the role.

Human capital management (HCM) is a term used to describe the process of managing people in an organization. This includes recruiting, hiring, training, and development. The goal of HCM is to help organizations get the most out of their employees by maximizing their potential.

A reference check is a process in which a prospective employer contacts people who can speak to an applicant's character and abilities. A reference check typically includes a phone call or email to each reference, during which the employer asks questions about the applicant's skills, experience, and qualifications.

A co-located team is a team of people who work together in the same physical space.

Geographical differential is the difference in wages paid to workers in different geographical locations.

The Human Cloud is a term used to describe the trend of businesses outsourcing work to remote contractors. This practice has become increasingly popular in recent years, as businesses look to save money and take advantage of the global labor market. The Human Cloud has also been criticized for contributing to the precariat, a new class of workers who are precariously employed and lack job security.

Split placement is a type of employment arrangement in which an employer contracts with two or more employment agencies to fill a single position. The employer typically pays a fee to each agency for their services.

Reskilling is the process of learning new skills or acquiring new knowledge in order to meet the demands of a changing job market or workplace. It can involve learning new technology, new processes, or new ways of working.

Generation Z is the demographic cohort following Generation Y. There are no precise dates for when Generation Z starts or ends; demographers and researchers typically use the mid-1990s to mid-2000s as starting birth years.

Cybervetting is the process of using the internet to vet potential employees. This can include searching for an employee's online presence, looking for reviews and references, and checking for criminal records.

Talent exchange is a recruiting strategy where companies identify high-potential employees at other organizations and make offers to exchange talent. The strategy is used to attract top talent and improve the company's talent pool.

Active Job Seeker or Active Candidate is a job seeker who is actively looking for a job. They are usually unemployed or employed but seeking a new job. They may be actively searching for a job online, attending job fairs, or contacting companies directly.

Pre-employment screening is the process of verifying the accuracy of an applicant's claims on their resume or job application. It can also include drug testing, reference checks, and background checks.

Recruiting outreach is the process of connecting with potential candidates and encouraging them to apply for a position within a company. This can be done through various channels, such as social media, job boards, and employee referral programs. The goal of recruiting outreach is to broaden the pool of applicants and increase the chances of finding the best candidate for the job.

The purpose of a technical assessment is to evaluate a candidate's skills and knowledge in a specific area or technology. Assessments are often used in the hiring process to help identify the most qualified candidates for a position. Technical assessments can take many forms, but often include written tests, coding challenges, and hands-on practical exams.

Time to fill is the average number of days it takes to fill an open position within a company. This metric is used to measure the effectiveness of the recruitment process and the quality of candidates.

The "site:" operator is a Google search operator that allows you to search for results from a specific website. For example, if you wanted to search for results from the website example.com, you would use the following search query: "site:example.com".

The job description is a list of duties, responsibilities, and qualifications required for a position. It is used to help an organization determine if an individual is qualified for a position and to help individuals understand what is expected of them in a position.

A situational interview is a type of interview in which the interviewer asks the interviewee to describe how they would respond to a hypothetical situation. This type of interview is used to assess the interviewee's problem-solving ability, as well as their ability to think on their feet.

Career Site is a website that helps people find jobs. It includes a job search engine and a resume builder. It also has a blog with articles about job searching and career advice.

The Myers-Briggs Type Indicator (MBTI) is a personality test that is used to help people better understand themselves and their preferences. The test is based on the work of Carl Jung and his theory of psychological type. The MBTI has been used for over 50 years and is one of the most popular personality tests in the world.

The candidate journey is the process and experience seen from the perspective of a candidate when she or he moves through different stages of the hiring process.

The minimum wage is the lowest hourly wage that an employer can pay their employees.

In a blended recruitment process outsourcing (RPO) model, a company outsources some aspects of its recruitment process to an external provider, while maintaining control over other aspects. This approach can be helpful for companies that want to outsource some of the more challenging or time-consuming aspects of recruitment, while still maintaining a degree of control and oversight.

An unstructured interview is a type of interview in which the interviewer does not ask the interviewee any predetermined questions, but instead allows the conversation to flow naturally. This type of interview is often used to get a more personal and in-depth look at the interviewee.

An on-the-spot interview is an interview that is conducted without any prior notice.

An employee stock ownership plan (ESOP) is a plan in which employees receive company stock as part of their benefits package. In some cases, employees may be able to purchase company stock at a discount.

A retention bonus is a sum of money that an employer offers to an employee in order to encourage them to stay with the company for a certain period of time.

The Employee Value Proposition (EVP) is the set of benefits and rewards that an organization offers to its employees in exchange for their skills, knowledge, and experience. It is designed to attract, motivate, and retain employees. The EVP typically includes items such as competitive pay, good working conditions, and development opportunities.

Social recruitment is the process of using social media platforms to identify and attract candidates for open positions. This can be done through social media posts, online job boards, or even by directly reaching out to potential candidates through platforms like LinkedIn.

Facebook recruitment is recruiting using the platform platform.

A structured interview is a type of interview in which the interviewer asks the interviewee the same set of questions in the same order. This type of interview is used to collect reliable and valid data from the interviewee.

Recruiting metrics are performance indicators that help organizations track and measure the effectiveness of their recruiting efforts. Common metrics include time-to-fill, cost-per-hire, and quality-of-hire.

Outbound recruiting is the process of proactively searching for and contacting potential candidates for open positions, rather than waiting for candidates to come to you.

A zero hour contract is a type of employment contract where an employee is not guaranteed any minimum number of working hours.

Talent sourcing is the process of identifying and recruiting potential employees. This can be done through various means, such as online job boards, social media, employee referral programs, and job fairs. The goal of talent sourcing is to find the best candidates for a company's open positions.

Collaborative hiring is a recruiting process in which candidates are found and hired with collaborative effort across functions and departments.

Onboarding is the process of integrating a new employee into the workplace. The goal of onboarding is to help the new employee become productive and comfortable in their new role. Onboarding typically includes orientation, training, and mentorship.

A knowledge worker is an individual who creates, uses, and disseminates knowledge in the workplace. Knowledge workers are often information and knowledge professionals who work in business, government, and academia.

The staffing industry is a multi-billion dollar industry that provides temporary, contract, and permanent placement employees to businesses in a variety of industries. The industry is made up of a network of staffing firms that work with businesses to identify and fill their staffing needs.

A recruitment manager is responsible for managing the team of sourcers and recruiters.

The talent pipeline is the funnel of identified candidates moving through the hiring decision making process.

A company's culture is the personality of the organization. It includes the values, beliefs, and behaviours that make up the company's identity. The culture shapes how employees interact with each other and with customers. It influences what employees do when no one is watching and how they make decisions. A strong culture can be a competitive advantage. It can attract and retain the best employees, inspire them to do their best work, and create a loyal customer base.

A job offer letter is a document with the job offer for the candidate.

A co-employment relationship is one in which two employers jointly employ an individual. In this arrangement, each employer is responsible for a portion of the employee’s wages and benefits. This type of arrangement is often used when an employee is simultaneously employed by two companies, such as when a staffing agency places an employee at a client company.

Candidate-centric recruiting is a recruitment strategy that focuses on the needs of the candidate, rather than the needs of the organization. This type of recruiting is based on the belief that the best way to find the best candidates is to focus on their needs and requirements, rather than the needs of the organization.

The median wage is the wage at which half of the workers in an occupation earned more than that amount and half earned less.

Recruitment Process Outsourcing (RPO) is the process of outsourcing the recruitment process to an external provider. RPO providers manage the entire recruitment process on behalf of their clients, from sourcing and screening candidates to managing the offer process. RPO can be used to supplement an existing in-house recruitment function or to replace it entirely.

The future of work is a hot topic of discussion among experts. Some believe that the rise of artificial intelligence and automation will lead to mass unemployment, while others believe that these technologies will create new job opportunities. There is no clear consensus on what the future of work will look like, but it is clear that the landscape of work is changing.

A passive candidate is a job seeker who is not actively looking for a job but who is open to new job opportunities. Passive candidates can be a great source of talent for employers because they may have the skills and experience that the employer is looking for but are not actively seeking a new job.

A recruiting chatbot is software that interacts with job seekers via chat interface. The chatbot asks questions to collect information about the job seeker and provides information about available positions. The chatbot may also provide links to application forms and websites.

Human capital is the term used to describe the sum total of an individual’s skills, abilities, knowledge and experience. When it comes to recruitment, human capital is an important factor to consider when looking for the best candidates for a role. The best candidates are those who have the right skills, abilities and experience for the job, and who also fit in with the company’s culture.

Strategic hiring is a process of identifying and hiring employees who will help an organization achieve its long-term goals. This process often includes creating a pipeline of potential candidates, assessing their skills and qualifications, and making sure they are a good fit for the organization.