1. Applicant Tracking System (ATS)
A software tool that automates the hiring process by collecting, sorting, and managing candidate applications. It helps recruiters streamline hiring workflows, improve communication, and track applicant progress.
2. Artificial Intelligence (AI) in Recruitment
The use of machine learning algorithms and data-driven insights to enhance recruitment processes. AI can screen resumes, rank candidates, and even conduct preliminary interviews, making hiring more efficient.
3. Behavioral Interviewing
An interviewing technique where recruiters ask candidates questions about past behavior in specific work-related situations to predict future performance.
4. Boolean Search
A method of using logical operators (AND, OR, NOT) in search queries to filter candidates more precisely in job boards and ATS systems. It’s often used in resume databases to find specific skill sets or experience levels.
5. Candidate Experience
Refers to a job seeker’s overall perception of the hiring process, from application to onboarding. A positive candidate experience improves the company’s reputation and increases the likelihood of top talent accepting offers.
6. Candidate Nurturing
A strategy to build and maintain a relationship with potential candidates, even if they are not immediately hired. This involves consistent communication, sharing updates, and nurturing future talent for upcoming roles.
7. Competency-Based Interviewing
A structured interviewing approach that evaluates a candidate’s skills, knowledge, and abilities by asking them to demonstrate past experiences that match specific job requirements.
8. Contingent Workforce
A flexible pool of non-permanent workers, such as freelancers, independent contractors, and temporary employees, who work on an as-needed basis.
9. Cultural Fit
The degree to which a candidate’s values, beliefs, and behaviors align with the company’s culture. Companies assess cultural fit to ensure new hires integrate well into the existing environment.
10. Diversity and Inclusion (D&I)
A set of practices and policies aimed at creating a diverse workplace where everyone feels valued and included, regardless of race, gender, age, religion, or other personal characteristics.
11. Employee Value Proposition (EVP)
The unique set of benefits an employer offers to employees, including company culture, career growth opportunities, and compensation. It defines why candidates should choose to work for a company.
12. Employer Branding
The process of promoting a company as an employer of choice to attract and retain top talent. This includes conveying the company’s culture, values, and mission to create a positive reputation.
13. Gig Economy
A labor market characterized by short-term contracts or freelance work instead of permanent jobs. In recruitment, this trend is increasingly impacting how organizations hire and manage talent.
14. Headhunting
A recruitment strategy that involves proactively seeking out highly skilled or specialized candidates, often for executive or niche roles, who are not actively seeking job opportunities.
15. Hiring Pipeline
The stages a candidate goes through during the recruitment process, from initial sourcing and screening to interviewing, selection, and onboarding.
16. Job Board
An online platform where employers post job vacancies and job seekers search for opportunities. Job boards are widely used for sourcing active candidates.
17. Job Description (JD)
A document outlining the responsibilities, qualifications, skills, and other requirements for a specific role. It serves as a guideline for both candidates and recruiters to assess role alignment.
18. Job Requisition
An internal document used to request permission and resources to fill a job vacancy. It includes details like job title, department, and budget, helping to formalize the hiring request process.
19. Onboarding
The process of integrating a new hire into the company and helping them understand their role, the organization’s culture, and expectations. Effective onboarding can improve retention and productivity.
20. Passive Candidate
A candidate who is not actively looking for a new job but may be interested if the right opportunity arises. Sourcing passive candidates requires proactive outreach.
21. Psychometric Testing
Tests used to assess a candidate’s personality, behavior, and cognitive abilities. Psychometric testing helps predict how a candidate might perform and adapt within a role or company culture.
22. Recruitment Funnel
The structured process used to move candidates from initial contact to hire. Stages may include sourcing, screening, interviewing, and selection, narrowing down candidates at each step.
23. Recruitment Marketing
Strategies used to attract and engage candidates through employer branding, social media, advertising, and content marketing. It helps build a positive employer brand and attract top talent.
24. Recruitment Process Outsourcing (RPO)
A model where a company outsources all or part of its recruitment process to a third-party provider who manages talent acquisition, often resulting in cost savings and efficiency.
25. Reference Check
A process where the recruiter contacts a candidate’s previous employers or colleagues to verify past performance, skills, and behavior. It’s typically one of the final steps before making an offer.
26. Resume Parsing
The technology used to extract data from resumes and categorize it into a structured format. This technology enables quick candidate evaluation by focusing on key qualifications and experience.
27. Sourcing
The process of proactively identifying, reaching out to, and attracting potential candidates, either for a current opening or future roles. Sourcing may include using job boards, social media, and databases.
28. Screening
The initial assessment of candidate applications to determine if they meet the basic qualifications for a role. Screening typically involves reviewing resumes and cover letters.
29. Skill-Based Assessment
Evaluations, such as coding tests or problem-solving exercises, used to determine a candidate’s proficiency in a specific skill relevant to the job.
30. Social Recruiting
Leveraging social media platforms like LinkedIn, Twitter, and Facebook to connect with and attract candidates. Social recruiting can also involve employer branding and engagement.
31. Succession Planning
A strategy to prepare for future leadership and key role vacancies by identifying and developing internal talent. It helps ensure smooth transitions and continuity within an organization.
32. Talent Acquisition
A strategic approach to identifying, attracting, and hiring skilled employees to meet current and future organizational needs. It goes beyond traditional recruitment by focusing on long-term workforce planning.
33. Talent Pool
A database of potential candidates who can be tapped for future hiring needs. Talent pools are built from past applicants, passive candidates, referrals, and sourced leads.
34. Time-to-Hire
A metric measuring the number of days between posting a job and the candidate’s acceptance of the offer. It reflects the efficiency of the recruitment process and is often used as a performance metric.
35. Workforce Planning
A systematic approach to forecasting future staffing needs based on business goals. It helps organizations ensure they have the right talent in the right roles at the right time.
36. Yield Ratio
A recruitment metric that measures the effectiveness of each stage of the hiring process. For example, the ratio of candidates who pass screening to those invited for interviews helps assess the screening process.
This glossary provides clear explanations for each term, helping both new and experienced users understand the recruitment process, related technologies, and best practices more effectively.