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 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.

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.

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.

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.

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

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.

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.

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

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.

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 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.

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 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.

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.

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.

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

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 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.

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.

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

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.

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.

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.

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

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.

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.

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.

The Employee Value Proposition (EVP) is the set of benefits and rewards that an organization offers to its employees in exchange for their skills, knowledge, and experience. It is designed to attract, motivate, and retain employees. The EVP typically includes items such as competitive pay, good working conditions, and development opportunities.

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.

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.

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 dispersed team is a team that is not physically colocated. The team members may be in different locations, time zones, or even countries. Dispersed teams require more communication and coordination than colocated teams.

The 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.

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.

A knowledge worker is an individual who creates, uses, and disseminates knowledge in the workplace. Knowledge workers are often information and knowledge professionals who work in business, government, and academia.

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

A 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.

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.

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.

Cultural fit is match between the company's values, beliefs and behaviors and the candidate's.

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.

Salary benchmarking is the process of comparing an individual's salary to the salaries of others in the same or similar position in order to determine whether the individual is being fairly compensated.

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

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.

Deferred compensation is a type of compensation in which an employee agrees to forgo current income in exchange for receiving income at a future date. This type of compensation can take the form of stock options, bonuses, or pension payments.

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.

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.

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.

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

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.

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.

Employer branding is the process by which organizations promote themselves as an attractive employer.

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

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.

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.

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

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.

Candidate Experience is the term used to describe the journey that a candidate goes through when applying for a job. This includes everything from the initial job posting to the final job offer. A good candidate experience will make a candidate feel valued and appreciated, and will increase the chances of them accepting a job offer. A bad candidate experience can discourage a candidate from applying for a job, or from accepting a job offer if one is made.

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.

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.

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.

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

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.

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.

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

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Facebook recruitment is recruiting using the platform platform.

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.

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".

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

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.

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

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

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.

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.

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.

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.

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.

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.

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

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

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