The most extensive glossary of definitions used in the recruiting industry.
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.
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.
The Recruiting Lead is responsible for managing the recruitment process for their assigned area(s) of the business. This includes working with hiring managers to identify staffing needs, sourcing and screening candidates, conducting interviews, and extending job offers. The Recruiting Lead must be able to work in a fast-paced environment and be able to adapt to changing priorities.
A 401(k) is a retirement savings plan that allows employees to contribute a portion of their paycheck to a tax-deferred account. Employers may also match a portion of employee contributions.
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 headhunter is a professional who helps companies find and hire the best candidates for open positions. Headhunters typically work with companies to identify and attract top talent for specific roles. They may also provide guidance and advice to companies on hiring practices and trends.
Job advertising is the process of attracting, screening, and selecting applicants for employment. A job ad typically contains a job description, which includes a detailed explanation of the job's duties and responsibilities, as well as the required qualifications, skills, and experience.
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.
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.
Post and pray recruitment is posting job openings on websites and job boards in the hope that candidates apply.
The median wage is the wage at which half of the workers in an occupation earned more than that amount and half earned less.
A behavioural interview is a type of interview that focuses on your past behaviour in order to predict your future behaviour. This type of interview is often used in order to assess your fit for a particular job.
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.
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.
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.
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.
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.
Twitter recruiting is using Twitter, as one of the most popular social networking sites on the Internet, as a recruitment tool.
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.
Culture fit is the degree to which a candidate's values, beliefs and behaviours align with those of the organisation. A good culture fit is essential for a harmonious and productive workplace.
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.
A candidate background check is an additional assessment of a candidate's history by an employer.
An employer brand is the identity of a company as an employer, including the reputation and image of the company as a place to work. It is often seen as a combination of the company's values, culture, and employee experience.
Talent Relationship Management System (TRMS) is a system for managing an organization's relationships with its talent from recruiting to retirement.
The recruitment pipeline is a concept and method of managing candidates who go through decision stages.
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 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.
A contract-to-hire agreement is a type of employment contract between an employer and employee, where the employee is hired on a temporary basis with the option to be converted to a permanent employee. This agreement is typically used when the employer is not sure if the employee is a good fit for the position or company.
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.
Retained recruitment is a type of recruitment where an organization pays a recruitment firm a retainer fee in order to have access to the firm's candidates. The firm will then work with the organization to find the best candidates for the organization's open positions.
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.
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.
The minimum wage is the lowest hourly wage that an employer can pay their employees.
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.
A job board aggregator is a website that collects job postings from multiple job boards and organizes them in one place. This makes it easier for job seekers to find open positions that match their skills and interests.
A zero hour contract is a type of employment contract where an employee is not guaranteed any minimum number of working hours.
Generation Y is the generation of people born between the early 1980s and the early 2000s. This generation is sometimes called the "Millennial Generation" because they came of age around the turn of the new millennium.
A lateral job transfer is when an employee moves to a position at the same employer that is at the same or equivalent level.
A recruitment plan is an organization's plan to attract and retain the best employees.
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.
A direct hire is a type of recruitment in which an organization hires an employee directly, rather than going through an intermediary such as a staffing agency.
A job board is a website that advertises job openings.
A dispersed team is a team that is not physically colocated. The team members may be in different locations, time zones, or even countries. Dispersed teams require more communication and coordination than colocated teams.
Placement within recruitment is the process of finding the right employees for the right positions within a company. This can be done through a variety of means, such as job postings, interviews, and reference checks. The goal of placement within recruitment is to ensure that each employee is placed in a position that they are best suited for, in order to create a productive and efficient workforce.
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.
Flexible work schedule is a work arrangement that allows employees to vary their arrival and departure times and/or work location.
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 candidate portal is a website where job seekers can submit their resumes and applications for specific job openings
An HRIS, or Human Resources Information System, is a software application that provides a centralized database for storing and managing employee information. HRIS systems are used to track employee data, such as contact information, job history, salary information, and benefits information. HRIS systems can also be used to manage employee performance, time and attendance, and recruiting.
An employee referral program is a system of a company reward employees for referring new hires.
Job shadowing is a short-term job placement where an individual observes and works with a professional in their field of interest. This is usually done to gain experience and knowledge in a certain occupation.
Geographical differential is the difference in wages paid to workers in different geographical locations.
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 sign-on bonus is money that a new employee receives as an incentive to join the firm.
A generalist recruiter is someone who recruits for a variety of positions within an organization. They may be responsible for sourcing and screening candidates for a variety of roles, as well as conducting initial interviews and providing feedback to hiring managers. Generalist recruiters typically have a wide network of contacts and are skilled at sourcing passive candidates.
Industrial psychology is the scientific study of human behavior in the workplace. It is concerned with the design and implementation of policies and procedures that promote the health and safety of workers, and with the development and assessment of programs that improve worker productivity.
Facebook recruitment is recruiting using the platform platform.
Work/life benefits are employee benefits introduced by the employer to help achieve a healthy work/life balance. For both employees and employers, a good work/life balance can result in increased productivity and improved job satisfaction because of a better mental and physical health of the employee.
Continuous Candidate Engagement is the continuous process or nurturing an ongoing relationship between a company and a potential employee from the first point of contact through the entire hiring process in order to let the candidate increasingly become invested in the employer brand and open positions.
Total remuneration is a comprehensive compensation package including salary, benefits, bonuses and equity.
Annualized hours are the total number of hours worked in a year, divided by the number of weeks in a year.
Boolean search is a method of search that allows users to combine keywords with operators such as AND, OR, and NOT to narrow or broaden the scope of their search.
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.
HR software is a type of software that helps businesses manage their human resources. This type of software can help businesses with a variety of tasks related to HR, such as tracking employee data, managing payroll, and managing benefits.
Just-in-Time staffing is a staffing strategy where companies only hire employees when they are needed. This can help to save on costs associated with hiring and training new employees.
Functional job analysis is a process for systematically collecting and analysing job-related data. The purpose of functional job analysis is to identify the key tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform a job. The data collected through functional job analysis can be used to develop job descriptions, identify training and development needs, and assess job performance.
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.
ESOP is a contribution plan in which employees receive company stock.
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.
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.
An acqui-hire is when a company acquires another company primarily to acquire their talent.
A purple squirrel is a perfect but very rare and hard to find candidate.
The meaning of staffing is very similar to recruitment, but where recruitment is broadly used to refer to any process related to finding and hiring the right candidates, staffing is primarily but exclusively used in the context of recruitment by specialized recruitment agencies.
A retained recruiter is a recruiter who is hired by a company based on a fixed commitment and a pre-payment.
A contingency recruiter is a professional who helps companies find and hire employees on a temporary, commission based contract.
Headcount mapping is the process of mapping the number and types of employees in a company.
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.
Deferred compensation is a type of compensation in which an employee agrees to forgo current income in exchange for receiving income at a future date. This type of compensation can take the form of stock options, bonuses, or pension payments.
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 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.
Executive search is the process of finding and vetting candidates executive positions in an organization.
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 non-compete agreement is a contract between an employer and employee in which the employee agrees not to compete with the employer during or after the employment relationship.
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 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.
An ESPP is a benefit offered by employers that allows employees to purchase company stock at a discount. This can be a great way to build equity in the company you work for and receive some tax benefits as well.
An entry-level job is a job that is typically designed for new graduates or people who have little to no work experience.
Data-driven recruiting is a recruitment strategy that uses data to inform decisions about which candidates to pursue. This data can come from a variety of sources, including job boards, resume databases, social media, and more. By using data to identify the most qualified candidates, recruiters can save time and resources while also improving their chances of making a successful hire.
Turnover rate is a percentage that represents the number of employees who leave an organization within a certain time frame.
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.
In a time and materials contract, a buyer agrees to pay a seller for the actual time spent working on a project, as well as the materials used. This type of contract is typically used when the scope of work is difficult to estimate in advance.
A co-located team is a team of people who work together in the same physical space.
Contingent recruitment is the process of sourcing and hiring candidates on a temporary, project-based, or as-needed basis. This type of recruitment is often used to fill roles that are in high demand or that require specialized skillsets.
Talent Relationship Management (TRM) is a system for managing talent relationships.
Talent Intelligence is the process of collecting and analysing data about the workforce to make better decisions about talent management and strategy.
Recruitment Operations is responsible for the administration and management of the recruitment process. This process includes sourcing, screening, interviewing, and hiring candidates. The goal of recruitment operations is to identify and hire the best candidates for the organization.
A job offer letter is a letter from an employer to a job applicant, outlining a job offer and specifying employee benefits and compensation.
Companies are in a "war for talent" as they compete for the best and brightest employees. This is especially true in industries where there is a lot of competition for workers, such as the tech industry. To attract and retain the best employees, companies need to offer competitive salaries, benefits, and working conditions.
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.
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.