Recruiting glossary

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

In salary compression, workers at the bottom of an organization's pay scale receive relatively high wages while workers at the top receive relatively low wages. This results in a smaller range of salaries between the highest and lowest paid workers.

Behavioral-based interviewing (BBI) is a an interview technique that evaluates a candidate's past behavior to determine future behavior.

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 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.

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.

Time to hire refers to the amount of time it takes for an organization to fill an open position. The time to hire can be affected by a number of factors, including the number of applicants, the qualifications of the applicants, the hiring process, and the availability of the candidates.

Blended Team is a remote working model where employees work from home or other remote locations some of the time, and come into the office for face-to-face collaboration the rest of the time.

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 Corporate Recruiter is responsible for executing all steps of the recruiting process for exempt and non-exempt positions. This includes but is not limited to: sourcing, screening, interviewing, reference checking, and extending job offers. The Corporate Recruiter will collaborate with hiring managers to determine staffing needs, job specifications, and appropriate sourcing strategies. The Corporate Recruiter will also be responsible for managing relationships with external vendors and job boards, as well as maintaining the applicant tracking system.

An Human Resource Information System (HRIS) is a system that a company uses to manage its employee data.

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.

Recruitment is the process of finding and hiring the best-qualified candidate for a job based on skills, experience and company fit.

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

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.

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 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.

ESOP is a contribution plan in which employees receive company stock.

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.

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.

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.

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 four-day workweek is a system where employees work four days a week instead of the traditional five. The four-day workweek has been shown to increase productivity and decrease absenteeism, while also giving employees more time to pursue outside interests.

Compensation is a system of rewards in exchange for an employee's work.

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.

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.

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.

Job hoppers are individuals who move from job to job frequently, usually within a short period of time. They are often seen as a liability by employers due to their lack of commitment and stability. However, some employers see job hoppers as an asset because they are often more skilled and knowledgeable than those who stay in the same job for a long period of time.

A purple squirrel is a perfect but very rare and hard to find candidate.

A recruiting funnel is a process that companies use to identify and attract candidates for open positions. The funnel typically starts with a wide pool of candidates and gets narrower as candidates move through the stages of the process. The stages of a recruiting funnel can vary, but often include sourcing, screening, interviewing, and hiring.

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.

An employee referral is when an employee of a company recommends a friend or acquaintance for a job at the company. The referral may come in the form of a formal application or a casual conversation.

Restricted Stock Units (RSUs) are a type of employee compensation that work similar to buying shares on the stock market.

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.

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.

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.

Atypical employment is any job that is not a traditional nine-to-five job. This can include jobs that are part-time, temporary, or contract-based. Atypical employment can also refer to jobs that are outside of the traditional workforce, such as gig work or freelance work.

"LinkedIn Jail." is when your account is temporarily suspended for violating LinkedIn's terms of service.

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.

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.

Facebook recruitment is recruiting using the platform platform.

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.

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.

Talent management is the process of identifying, developing, and retaining high potential employees.

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.

Artificial intelligence (AI) is revolutionizing the recruitment process by making it more efficient and effective. By automating repetitive tasks such as screening resumes and scheduling interviews, AI allows recruiters to spend more time on strategic tasks such as identifying top talent and assessing cultural fit. AI is also helping to level the playing field by providing equal access to candidates regardless of their location or socio-economic background.

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.

An employment visa is a visa that allows a foreign national to enter the United States in order to work in a specific occupation. Employment visas are divided into several categories, each of which has its own requirements. The most common employment visa categories are H-1B visas for skilled workers, L-1 visas for executives and managers, and E-3 visas for Australian workers.

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.

Remote hiring is the process of hiring employees who work from a remote location, usually from their homes or from coworking spaces. This type of hiring has become increasingly popular in recent years, as it allows employers to tap into a larger pool of talent and to save on office space and other overhead costs.

Headcount mapping is the process of mapping the number and types of employees in a company.

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

A job board is a website that advertises job openings.

The full life cycle of recruiting includes everything from identifying a need for a new hire to onboarding and orienting the new employee. In between, the recruiting process includes writing job descriptions, sourcing candidates, screening and interviewing candidates, and extending job offers.

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.

An applicant file is a collection of information about a job applicant

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.

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.

The recruitment pipeline is a concept and method of managing candidates who go through decision stages.

The process of talent attraction is the proactive identification, assessment, and engagement of individuals who have the potential to fill future roles within an organization. The goal is to build a talent pipeline of high-potential individuals who can be hired when needed. To be effective, talent attraction must be aligned with the organization’s business strategy and the needs of its various functions. It requires a deep understanding of the organization’s culture, values, and the specific skills and competencies required for success. Additionally, talent attraction efforts must be ongoing and proactive, as the needs of the organization can change quickly.

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.

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.

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.

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.

A talent pool is a recruiting term for a group of potential candidates for a company or organization. This group can be created internally or externally, and is typically used to fill future vacancies.

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.

InMail is a message service on LinkedIn that allows users to contact members of the site that they are not connected to.

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.

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.

An entry-level job is a job that is typically designed for new graduates or people who have little to no work experience.

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

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.

An employment history is a list of a person's past employment, including companies worked for, job titles, and dates of employment. This information is important for employers to know when considering a job applicant, as it can give them insight into an applicant's work experience, job stability, and skills.

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.

Twitter recruiting is using Twitter, as one of the most popular social networking sites on the Internet, as a recruitment tool.

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.

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.

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.

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.

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.

There are many online staffing platforms available that make it easy to find and hire qualified workers for your business. These platforms typically provide a database of workers with profiles and ratings, so you can find the right person for the job. Many of these platforms also offer tools to help you manage your workers and track their progress.

A gig worker is an independent contractor who works on a per-gig basis. Gig workers are often used in the gig economy, which is a term used to describe the growing trend of businesses using short-term, on-demand contracts instead of full-time employees.

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.

Annualized hours are the total number of hours worked in a year, divided by the number of weeks in a year.

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.

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

The hiring period is the time when a company is looking to fill a position. This is typically done by posting the job online and accepting applications. The company will then review the applications and invite the top candidates to interview.

Culture fit is the degree to which the candidate's personal values, beliefs, and behaviors align with those of the organization. When an individual is a good culture fit, they are more likely to be happy and successful in their role.

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.

Turnover rate is the percentage of employees who leave an organization during a given period of time. In most cases, turnover rate is calculated every year.

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.

Cost Per Hire is the average cost to recruit and hire a new employee. This includes the costs of advertising, job postings, recruiting agencies, and other hiring costs. The average cost per hire can vary depending on the industry, company size, and other factors.

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.

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.

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

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.

Recruiting automation is the process of using technology to streamline the recruiting process. This can include using software to track and manage candidates, automate communication, and create a more efficient hiring process.

Talent Relationship Management System (TRMS) is a system for managing an organization's relationships with its talent from recruiting to retirement.

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 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.