Recruiting glossary

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 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.

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 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.

Cultural fit is match between the company's values, beliefs and behaviors and the candidate's.

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

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.

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.

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.

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.

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.

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

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.

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.

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.

Cybervetting is the process of using the internet to vet potential employees. This can include searching for an employee's online presence, looking for reviews and references, and checking for criminal records.

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.

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.

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

Facebook recruitment is recruiting using the platform platform.

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.

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 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.

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.

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.

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.

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.

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

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 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.

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.

Geographical differential is the difference in wages paid to workers in different geographical locations.

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

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.

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.

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 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.

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.

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

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.

The job posting is for a position as a software engineer. The job will involve working on a team to develop new features for a software application. The job requires a bachelor's degree in computer science or a related field. The job also requires experience in Java programming and software development.

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.

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.

The hiring process is the process of identifying, screening, interviewing, and selecting candidates.

Post and pray recruitment is posting job openings on websites and job boards in the hope that candidates apply.

A job offer letter is a letter from an employer to a job applicant, outlining a job offer and specifying employee benefits and compensation.

The "site:" operator is a Google search operator that allows you to search for results from a specific website. For example, if you wanted to search for results from the website example.com, you would use the following search query: "site:example.com".

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.

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 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 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.

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

Active Job Seeker or Active Candidate is a job seeker who is actively looking for a job. They are usually unemployed or employed but seeking a new job. They may be actively searching for a job online, attending job fairs, or contacting companies directly.

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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 "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.

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.

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.

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.

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.

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

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

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

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.

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 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.

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.

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.

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.

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 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.

A technical sourcer is responsible for finding and reaching technical candidates for a company.

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.

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.

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

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 employee referral program is a system of a company reward employees for referring new hires.

Deferred compensation is a type of compensation in which an employee agrees to forgo current income in exchange for receiving income at a future date. This type of compensation can take the form of stock options, bonuses, or pension payments.

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.

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.

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

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.

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 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.

Human capital management (HCM) is a term used to describe the process of managing people in an organization. This includes recruiting, hiring, training, and development. The goal of HCM is to help organizations get the most out of their employees by maximizing their potential.

The Interview Scorecard is a tool used by recruiters to help assess and compare candidates. It is a way to objectively compare candidates based on their qualifications and performance in an interview.

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.

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

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