The most extensive glossary of definitions used in the recruiting industry.
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.
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.
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.
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 recruitment plan is an organization's plan to attract and retain the best employees.
Executive search is the process of finding and vetting candidates executive positions in an organization.
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.
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.
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.
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.
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.
Geographical differential is the difference in wages paid to workers in different geographical locations.
Aptitude tests are used to measure someone's learning ability and problem solving skills.
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.
Flexible work schedule is a work arrangement that allows employees to vary their arrival and departure times and/or work location.
Twitter recruiting is using Twitter, as one of the most popular social networking sites on the Internet, as a recruitment tool.
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.
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.
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 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.
Applicant flow data is data that helps employers understand where their applicants are coming from and how they are flowing through the hiring process. This data can be used to improve the efficiency of the hiring process, identify bottlenecks, and make sure that qualified applicants are not falling through the cracks.
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.
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 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.
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.
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.
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.
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.
Functional resumes high light strengths and most relevant skills rather than chronologically stating job positions.
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.
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 temp agency is a recruitment company that is focussed on providing temporary workers to businesses in a variety of industries.
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.
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.
The hidden job market is the portion of the job market that is not publicly advertised. Jobs in the hidden job market are found through networking, referrals, and other personal connections.
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.
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.
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.
A good recruitment strategy will help you find the best candidates for your company. It should consider the company's needs and the type of role you are looking to fill. There are a number of ways to find candidates, including job boards, social media, and employee referral programs. Once you have a pool of candidates, you'll need to screen them to identify the most qualified individuals. Finally, you'll need to interview the candidates to find the best fit for your company.
An entry-level job is a job that is typically designed for new graduates or people who have little to no work experience.
Recruitment is the process of finding and hiring the best-qualified candidate for a job based on skills, experience and company fit.
Social media recruiting is the process of using social media platforms to identify, attract, and hire candidates.
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.
ESOP is a contribution plan in which employees receive company stock.
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.
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 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.
A zero hour contract is a type of employment contract where an employee is not guaranteed any minimum number of working hours.
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.
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.
A job offer letter is a document with the job offer for the candidate.
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 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.
An internal recruiter is someone who is employed by the hiring company to fill positions.
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.
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.
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.
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.
An employee referral program is a system of a company reward employees for referring new hires.
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.
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.
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.
Facebook recruitment is recruiting using the platform platform.
The gender pay gap is the difference in earnings between men and women. It is usually expressed as a percentage of men's earnings. The gender pay gap is largest in the top earners and smallest in the bottom earners. In the United States, the gender pay gap is widest among white women and narrowest among black women.
A technical sourcer is responsible for finding and reaching technical candidates for a company.
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.
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.
The full-time equivalent (FTE) is a unit that is used to measure the size of an organization or the amount of work done within it. FTEs are often used to measure the number of employees in an organization, but they can also be used to measure the amount of work being done. For example, if an organization has 10 employees who each work 40 hours per week, the organization would have an FTE of 100.
An on-the-spot interview is an interview that is conducted without any prior notice.
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.
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.
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.
Succession planning is the process of identifying and developing individuals within an organization who have the potential to fill future leadership roles.
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.
A job board is a website that advertises job openings.
Headcount mapping is the process of mapping the number and types of employees in a company.
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.
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.
Skill-based pay is a type of employee compensation that is based on the skills and abilities of the employee. This type of pay can be used to incentivize employees to develop new skills or to improve their current skills. Skill-based pay can also help to create a more equitable and efficient workplace by compensating employees based on their actual skills and abilities.
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.
A sign-on bonus is money that a new employee receives as an incentive to join the firm.
The job classification process is used to determine the appropriate level of a position within the organizational structure. This process is typically used when creating a new position or when reclassifying an existing position. The job classification process involves four steps: 1) position analysis, 2) job evaluation, 3) job grading, and 4) salary determination.
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 Distributed Company is a company that is organized into small, autonomous teams that are distributed across different geographical locations.
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 retained recruiter is a recruiter who is hired by a company based on a fixed commitment and a pre-payment.
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.
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.
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.
HR Tech is a term used to describe the use of technology in Human Resources. This can include anything from using an online system to track employee performance, to using social media to recruit new talent. HR Tech can help to make the HR function more efficient and effective.
A contingency recruiter is a professional who helps companies find and hire employees on a temporary, commission based contract.
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.
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.
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.
Total remuneration is a comprehensive compensation package including salary, benefits, bonuses and equity.
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.
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.
Recruitment marketing is the process of attracting, engaging, and converting candidates into employees. It is a combination of recruiting and marketing, and it uses marketing techniques to reach potential candidates and persuade them to apply for a job. Recruitment marketing can help organizations save time and money by making the recruiting process more efficient.
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.
Offer acceptance rate is the percentage of job offers that are accepted by candidates.