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.

Programmatic job advertising is a type of online advertising that allows employers to target potential candidates with job ads. Programmatic job advertising platforms use algorithms to match employers with job seekers based on their skills, experience, and location. This type of advertising can be used to target a wide range of candidates, or it can be used to target specific groups of candidates that the employer wants to reach.

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.

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.

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.

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.

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

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.

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.

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 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.

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.

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 corporate recruiter is responsible for finding and hiring qualified candidates for corporate positions. They may work with internal and external stakeholders to identify and attract top talent.

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.

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.

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.

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 distributed workforce is a group of workers who are geographically dispersed and work independently or collaboratively on projects or tasks.

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.

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 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.

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.

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.

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

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 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.

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 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 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.

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

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

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 process of candidate engagement is the process of connecting with and attracting candidates to your company. This can be done through a variety of means, such as social media, job postings, employee referrals, and more. The goal is to connect with as many qualified candidates as possible and get them interested in your company.

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.

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.

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

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 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.

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

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.

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

Aptitude tests are used to measure someone's learning ability and problem solving skills.

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.

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 retained recruiter is a recruiter who is hired by a company based on a fixed commitment and a pre-payment.

A job board is a website that advertises job openings.

A lateral job transfer is when an employee moves to a position at the same employer that is at the same or equivalent level.

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.

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.

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

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

A sign-on bonus is money that a new employee receives as an incentive to join the firm.

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

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.

A temp agency is a recruitment company that is focussed on providing temporary workers to businesses in a variety of industries.

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

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.

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.

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

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.

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.

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.

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.

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.

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

Outbound hiring is the process of actively seeking out and recruiting candidates for open positions, rather than waiting for candidates to come to you. Outbound hiring can involve many different strategies, from online advertising to attending job fairs.

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

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.

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

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 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.

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.

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.

Outplacement is a process whereby a company assists an employee who has been terminated in finding a new job. The goal of outplacement is to help the employee transition to a new job with as little stress as possible.

Total remuneration is a comprehensive compensation package including salary, benefits, bonuses and equity.

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

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.

An acqui-hire is when a company acquires another company primarily to acquire their talent.

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.

HR analytics is a data-driven approach to managing people and improving organizational performance. It uses data and analytics to identify and predict workforce trends, and to help organizations make better decisions about talent management and organizational design.

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

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.

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.

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

The candidate portal is a website where job seekers can submit their resumes and applications for specific job openings

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.

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.

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

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

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.

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

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

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

The "intitle:" operator allows you to search for a specific word or phrase in the title of a web page. This can be useful for finding specific information on a website or for narrowing down your search results.

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.

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.

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.

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