All the answers to your most burning questions about the recruitment industry, terminology and concepts.
The main difference between technical recruiting and general talent recruiting is the level of expertise that is required to understand technical roles.
Recruitment is typically a shorter-term process focused on filling specific job openings, while talent acquisition is a longer-term process focused on building a talent pool for future hiring needs.
In the offer letter you outline the terms of employment, including the salary, benefits, start date, and other important information.
Contingency recruitment is a type of recruitment where the recruitment agency is paid only when they are successful in finding a candidate that is hired by the organization where retained recruitment there is a retainer fee paid in order to secure the agency's services.
A tech talent acquisition specialist is responsible for sourcing and recruiting technical talent for an organization.
There are several compliancy checks you can do like a check on Fair Trading, data privacy and prevention of discrimination.
An example of a reference check question is "can you give a description of the candidate's role on the project you worked on?".
There are many other external sources of recruitment, including but not limited to job fairs, career fairs, agencies and referrals from friends, family, and acquaintances.
Internal promotions and internal referrals are examples of internal recruitment sources.
An example of a strong diversity hiring metric would be if a company were to set a goal of hiring a certain percentage of employees from underrepresented groups.
Quality of hire, time to hire and cost per hire.
Internal recruitment resources can be less expensive, internal recruiters have more familiarity with the company and a better understanding of internal systems and processes.