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.

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".

Outbound recruiting is the process of proactively searching for and contacting potential candidates for open positions, rather than waiting for candidates to come to you.

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.

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

HR software is a type of software that helps businesses manage their human resources. This type of software can help businesses with a variety of tasks related to HR, such as tracking employee data, managing payroll, and managing benefits.

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.

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.

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.

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

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.

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 staffing industry is a multi-billion dollar industry that provides temporary, contract, and permanent placement employees to businesses in a variety of industries. The industry is made up of a network of staffing firms that work with businesses to identify and fill their staffing needs.

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.

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 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.

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.

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 401(k) is a retirement savings plan that allows employees to contribute a portion of their paycheck to a tax-deferred account. Employers may also match a portion of employee contributions.

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.

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.

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

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.

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.

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 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.

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 Myers-Briggs Type Indicator (MBTI) is a personality test that is used to help people better understand themselves and their preferences. The test is based on the work of Carl Jung and his theory of psychological type. The MBTI has been used for over 50 years and is one of the most popular personality tests in the world.

A 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 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.

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.

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

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.

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.

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 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.

Human capital is the term used to describe the sum total of an individual’s skills, abilities, knowledge and experience. When it comes to recruitment, human capital is an important factor to consider when looking for the best candidates for a role. The best candidates are those who have the right skills, abilities and experience for the job, and who also fit in with the company’s culture.

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.

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.

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.

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.

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.

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.

Reskilling is the process of learning new skills or acquiring new knowledge in order to meet the demands of a changing job market or workplace. It can involve learning new technology, new processes, or new ways of working.

A 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.

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.

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.

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.

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.

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.

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.

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.

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.

Job shadowing is a short-term job placement where an individual observes and works with a professional in their field of interest. This is usually done to gain experience and knowledge in a certain occupation.

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.

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.

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.

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.

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 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 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.

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.

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.

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.

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

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

A company's culture is the personality of the organization. It includes the values, beliefs, and behaviours that make up the company's identity. The culture shapes how employees interact with each other and with customers. It influences what employees do when no one is watching and how they make decisions. A strong culture can be a competitive advantage. It can attract and retain the best employees, inspire them to do their best work, and create a loyal customer base.

The 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.

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 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.

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 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.

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.

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.

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.

This data set includes information on the number of applications received, the number of interviews conducted, and the number of offers made by a company.

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.

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

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

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.

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.

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 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 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 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.

The purpose of a technical assessment is to evaluate a candidate's skills and knowledge in a specific area or technology. Assessments are often used in the hiring process to help identify the most qualified candidates for a position. Technical assessments can take many forms, but often include written tests, coding challenges, and hands-on practical exams.

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

A 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 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.

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

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.

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

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.

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.