Recruiting glossary

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.

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.

Total remuneration is a comprehensive compensation package including salary, benefits, bonuses and equity.

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.

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

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 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.

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.

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 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.

InMail is a message service on LinkedIn that allows users to contact members of the site that they are not connected to.

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.

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.

Work/life benefits are employee benefits introduced by the employer to help achieve a healthy work/life balance. For both employees and employers, a good work/life balance can result in increased productivity and improved job satisfaction because of a better mental and physical health of the employee.

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 applicant file is a collection of information about a job applicant

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.

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

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.

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

A situational interview is a type of interview in which the interviewer asks the interviewee to describe how they would respond to a hypothetical situation. This type of interview is used to assess the interviewee's problem-solving ability, as well as their ability to think on their feet.

Behavioral-based interviewing (BBI) is a an interview technique that evaluates a candidate's past behavior to determine future behavior.

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.

A co-employment relationship is one in which two employers jointly employ an individual. In this arrangement, each employer is responsible for a portion of the employee’s wages and benefits. This type of arrangement is often used when an employee is simultaneously employed by two companies, such as when a staffing agency places an employee at a client company.

A 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.

A job board is a website that advertises job openings.

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.

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.

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.

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 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.

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

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.

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.

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.

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.

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

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

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.

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

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

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.

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.

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.

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

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.

Contingent recruitment is the process of sourcing and hiring candidates on a temporary, project-based, or as-needed basis. This type of recruitment is often used to fill roles that are in high demand or that require specialized skillsets.

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".

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.

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.

Succession planning is the process of identifying and developing individuals within an organization who have the potential to fill future leadership roles.

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.

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

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.

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.

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.

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.

Facebook recruitment is recruiting using the platform platform.

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.

Restricted Stock Units (RSUs) are a type of employee compensation that work similar to buying shares on the stock market.

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.

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.

Programmatic job advertising is a type of online advertising that allows employers to target potential candidates with job ads. Programmatic job advertising platforms use algorithms to match employers with job seekers based on their skills, experience, and location. This type of advertising can be used to target a wide range of candidates, or it can be used to target specific groups of candidates that the employer wants to reach.

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.

A job offer letter is a document with the job offer for the candidate.

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

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.

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.

Flexible work schedule is a work arrangement that allows employees to vary their arrival and departure times and/or work location.

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.

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

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

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.

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.

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

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 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.

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.

The candidate portal is a website where job seekers can submit their resumes and applications for specific job openings

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

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.

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

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

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.

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.

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.

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

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.

Recruitment is the process of finding and hiring the best-qualified candidate for a job based on skills, experience and company fit.

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 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.

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.

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

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.