Recruiting glossary

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 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.

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.

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.

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.

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.

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 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 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.

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

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 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.

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

A headhunter is a professional who helps companies find and hire the best candidates for open positions. Headhunters typically work with companies to identify and attract top talent for specific roles. They may also provide guidance and advice to companies on hiring practices and trends.

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.

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

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

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.

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.

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.

Flexible staffing is a staffing model that allows businesses to adjust their workforce in response to changes in demand. This can include hiring temporary or contract workers, using employee-sharing arrangements, or reducing hours. The goal is to match the number of employees with the amount of work that needs to be done, in order to improve efficiency and reduce costs.

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.

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.

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

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

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.

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 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.

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

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.

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.

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 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 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 process of talent attraction is the proactive identification, assessment, and engagement of individuals who have the potential to fill future roles within an organization. The goal is to build a talent pipeline of high-potential individuals who can be hired when needed. To be effective, talent attraction must be aligned with the organization’s business strategy and the needs of its various functions. It requires a deep understanding of the organization’s culture, values, and the specific skills and competencies required for success. Additionally, talent attraction efforts must be ongoing and proactive, as the needs of the organization can change quickly.

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

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 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.

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

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.

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

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.

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

Functional resumes high light strengths and most relevant skills rather than chronologically stating job positions.

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

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.

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

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.

Collaborative hiring is a recruiting process in which candidates are found and hired with collaborative effort across functions and departments.

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.

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

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

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

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

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.

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

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

A candidate screening matrix is a tool used by recruiters to help identify the best candidates for a role. The matrix includes a list of skills and qualifications that are required for the role, and candidates are rated on their ability to meet each criterion. The matrix can be used to quickly compare candidates and identify those who are the best fit for the role.

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

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.

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 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 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.

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

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.

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.

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.

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 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.

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.

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.

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.

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.

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 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 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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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

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

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.