Recruiting glossary

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

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.

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.

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

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.

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.

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.

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

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.

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.

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

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.

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 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.

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

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.

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

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.

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.

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.

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

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.

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.

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.

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.

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.

Executive search is the process of finding and vetting candidates executive positions in an organization.

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

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

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.

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

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

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.

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.

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.

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

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 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.

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.

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

An employee referral is when an employee of a company recommends a friend or acquaintance for a job at the company. The referral may come in the form of a formal application or a casual conversation.

A job board is a website that advertises job openings.

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

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.

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

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.

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.

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.

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.

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.

The job classification process is used to determine the appropriate level of a position within the organizational structure. This process is typically used when creating a new position or when reclassifying an existing position. The job classification process involves four steps: 1) position analysis, 2) job evaluation, 3) job grading, and 4) salary determination.

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

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.

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

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

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.

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 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.

Blended Team is a remote working model where employees work from home or other remote locations some of the time, and come into the office for face-to-face collaboration the rest of the time.

The 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.

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.

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.

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.

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 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.

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

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.

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.

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.

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.

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.

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.

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

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.

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 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.

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.

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

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.

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 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.

Industrial psychology is the scientific study of human behavior in the workplace. It is concerned with the design and implementation of policies and procedures that promote the health and safety of workers, and with the development and assessment of programs that improve worker productivity.

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 recruitment manager is responsible for managing the team of sourcers and recruiters.

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

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.

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.

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.

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

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.

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.

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.

Mobile recruiting is the process of recruiting candidates using mobile devices and allows recruiters to connect with candidates in real-time on the modern platforms where candidates spend a lot of time.

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

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.