The most extensive glossary of definitions used in the recruiting industry.
An internal recruiter is someone who is employed by the hiring company to fill positions.
Compensation is a system of rewards in exchange for an employee's work.
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.
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 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 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 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.
Behavioral-based interviewing (BBI) is a an interview technique that evaluates a candidate's past behavior to determine future behavior.
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 background check is an additional assessment of a candidate's history by an employer.
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 job offer letter is a letter from an employer to a job applicant, outlining a job offer and specifying employee benefits and compensation.
Flexible work schedule is a work arrangement that allows employees to vary their arrival and departure times and/or work location.
An on-the-spot interview is an interview that is conducted without any prior notice.
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.
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.
An Human Resource Information System (HRIS) is a system that a company uses to manage its employee data.
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.
Geographical differential is the difference in wages paid to workers in different geographical locations.
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.
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.
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.
The talent pipeline is the funnel of identified candidates moving through the hiring decision making process.
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.
An applicant file is a collection of information about a job applicant
Talent Relationship Management System (TRMS) is a system for managing an organization's relationships with its talent from recruiting to retirement.
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.
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".
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.
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 hiring process is the process of identifying, screening, interviewing, and selecting candidates.
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.
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 lateral job transfer is when an employee moves to a position at the same employer that is at the same or equivalent level.
A digital nomad is a person who is able to work remotely, often using technology, in order to live a nomadic lifestyle.
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.
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.
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.
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.
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 recruitment manager is responsible for managing the team of sourcers and recruiters.
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.
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.
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.
A corporate recruiter is responsible for finding and hiring qualified candidates for corporate positions. They may work with internal and external stakeholders to identify and attract top talent.
A 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 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.
Talent sourcing is the process of identifying and recruiting potential employees. This can be done through various means, such as online job boards, social media, employee referral programs, and job fairs. The goal of talent sourcing is to find the best candidates for a company's open positions.
A zero hour contract is a type of employment contract where an employee is not guaranteed any minimum number of working hours.
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.
The gender pay gap is the difference in earnings between men and women. It is usually expressed as a percentage of men's earnings. The gender pay gap is largest in the top earners and smallest in the bottom earners. In the United States, the gender pay gap is widest among white women and narrowest among black women.
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.
Restricted Stock Units (RSUs) are a type of employee compensation that work similar to buying shares on the stock market.
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.
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 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.
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.
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 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.
Onboarding is the process of integrating a new employee into the workplace. The goal of onboarding is to help the new employee become productive and comfortable in their new role. Onboarding typically includes orientation, training, and mentorship.
HR 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.
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.
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.
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.
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.
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.
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.
A co-located team is a team of people who work together in the same physical space.
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.
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 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.
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.
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.
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.
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.
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.
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.
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.
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 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.
The process of candidate engagement is the process of connecting with and attracting candidates to your company. This can be done through a variety of means, such as social media, job postings, employee referrals, and more. The goal is to connect with as many qualified candidates as possible and get them interested in your company.
A purple squirrel is a perfect but very rare and hard to find candidate.
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.
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.
A job offer letter is a document with the job offer for the candidate.
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.
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.
Talent Relationship Management (TRM) is a system for managing talent relationships.
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.
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.
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 distributed workforce is a group of workers who are geographically dispersed and work independently or collaboratively on projects or tasks.
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.
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.
A retained recruiter is a recruiter who is hired by a company based on a fixed commitment and a pre-payment.
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.
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.
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.
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.
Collaborative hiring is a recruiting process in which candidates are found and hired with collaborative effort across functions and departments.