Recruiting glossary

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.

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.

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.

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.

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 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.

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

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.

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

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.

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.

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.

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

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.

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.

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.

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

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.

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

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.

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.

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 minimum wage is the lowest hourly wage that an employer can pay their employees.

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.

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

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.

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.

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.

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.

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 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.

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.

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.

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

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.

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.

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.

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

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.

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.

Inbound recruiting is the process of attracting and hiring candidates who are actively looking for a new opportunity, usually through online channels. This can include job boards, social media, and company websites.

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 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.

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.

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.

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.

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.

The candidate journey is the process and experience seen from the perspective of a candidate when she or he moves through different stages of the hiring process.

Social media recruiting is the process of using social media platforms to identify, attract, and hire candidates.

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

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

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.

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

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.

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.

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 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.

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.

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.

Facebook recruitment is recruiting using the platform platform.

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

An internal recruiter is someone who is employed by the hiring company to fill positions.

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

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.

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

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.

Employer branding is the process by which organizations promote themselves as an attractive employer.

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

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.

A co-located team is a team of people who work together in the same physical space.

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.

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

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.

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

The All-Remote model is a type of work arrangement where all employees work remotely, either from home or from co-working spaces. This model is becoming increasingly popular as companies seek to reduce costs and attract and retain talent.

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

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.

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

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.

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.

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.

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.

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 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.

The hiring manager is responsible for all aspects of the hiring process, from sourcing and screening candidates to conducting interviews and extending job offers. In addition to being a strategic partner in identifying top talent, the hiring manager also plays an important role in employee retention and development.

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.

Offer acceptance rate is the percentage of job offers that are accepted by candidates.

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.

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.

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.

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

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

A contingency recruiter is a professional who helps companies find and hire employees on a temporary, commission based contract.

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.

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.

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.