Reference · recruitment glossary
Recruitment has a language of its own – and the same idea often goes by several names. This glossary defines 36 of the most important recruitment, talent-acquisition and hiring-technology terms in plain English, so new and experienced professionals alike can navigate the process, the tools and the jargon with confidence.
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Recruitment terms by category
The 36 terms grouped into six themes – a quick way to find what you need.
| Category | Terms |
|---|---|
| Technology & tools | ATS, AI in recruitment, Boolean search, job board, resume parsing |
| Sourcing & attraction | Sourcing, social recruiting, recruitment marketing, employer branding, EVP, headhunting, passive candidate, candidate nurturing, talent pool |
| Interviewing & assessment | Behavioral interviewing, competency-based interviewing, psychometric testing, skill-based assessment, screening, reference check |
| Process & pipeline | Hiring pipeline, recruitment funnel, job requisition, job description, onboarding, candidate experience |
| Metrics | Time-to-hire, yield ratio |
| Strategy & workforce | Talent acquisition, workforce planning, succession planning, RPO, contingent workforce, gig economy, cultural fit, diversity and inclusion |
A
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.
In ejobsitesoftware.com: Applicant tracking software →Artificial Intelligence (AI) in Recruitment
The use of machine-learning algorithms and data-driven insights to enhance recruitment. AI can screen resumes, rank and match candidates, generate job descriptions and even run preliminary interviews, making hiring more efficient.
In ejobsitesoftware.com: AI recruitment →B
Behavioral Interviewing
An interviewing technique where recruiters ask candidates about past behaviour in specific work situations to predict future performance.
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.
In ejobsitesoftware.com: Resume search software →C
Candidate Experience
A job seeker’s overall perception of the hiring process, from application to onboarding. A positive candidate experience improves a company’s reputation and the likelihood of top talent accepting offers.
Candidate Nurturing
A strategy to build and maintain relationships with potential candidates even when they aren’t immediately hired – through consistent communication and updates that keep future talent engaged.
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.
Contingent Workforce
A flexible pool of non-permanent workers – freelancers, independent contractors and temporary employees – who work on an as-needed basis.
Cultural Fit
The degree to which a candidate’s values, beliefs and behaviours align with the company’s culture. Employers assess it to ensure new hires integrate well – increasingly balanced against a focus on adding to, not just fitting, the culture.
D
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.
E
Employee Value Proposition (EVP)
The unique set of benefits an employer offers employees – culture, career growth and compensation. It defines why candidates should choose to work for a company.
Employer Branding
The process of promoting a company as an employer of choice to attract and retain top talent, by conveying its culture, values and mission to build a positive reputation.
G
Gig Economy
A labour market characterised by short-term contracts or freelance work instead of permanent jobs. In recruitment, it’s increasingly shaping how organisations hire and manage talent.
H
Headhunting
A recruitment strategy that proactively seeks out highly skilled or specialised candidates – often for executive or niche roles – who aren’t actively job-seeking.
Hiring Pipeline
The stages a candidate moves through during recruitment, from initial sourcing and screening to interviewing, selection and onboarding.
J
Job Board
An online platform where employers post vacancies and job seekers search for opportunities. Job boards are widely used for sourcing active candidates.
In ejobsitesoftware.com: Job board software →Job Description (JD)
A document outlining the responsibilities, qualifications, skills and requirements for a role. It guides both candidates and recruiters in assessing role alignment.
In ejobsitesoftware.com: AI job description generator →Job Requisition
An internal document used to request permission and resources to fill a vacancy. It includes details like job title, department and budget, formalising the hiring request.
O
Onboarding
The process of integrating a new hire into the company and helping them understand their role, the culture and expectations. Effective onboarding improves retention and productivity.
P
Passive Candidate
A candidate who isn’t actively looking for a new job but may be interested if the right opportunity arises. Sourcing passive candidates requires proactive outreach.
Psychometric Testing
Tests used to assess a candidate’s personality, behaviour and cognitive abilities, helping predict how they might perform and adapt within a role or culture.
R
Recruitment Funnel
The structured process used to move candidates from initial contact to hire – sourcing, screening, interviewing and selection – narrowing candidates at each step.
Recruitment Marketing
Strategies used to attract and engage candidates through employer branding, social media, advertising and content marketing, building a positive employer brand.
Recruitment Process Outsourcing (RPO)
A model where a company outsources all or part of its recruitment to a third-party provider who manages talent acquisition, often improving cost and efficiency.
Reference Check
A process where the recruiter contacts a candidate’s previous employers or colleagues to verify past performance, skills and behaviour – typically one of the final steps before an offer.
Resume Parsing
The technology used to extract data from resumes and categorise it into a structured format, enabling quick candidate evaluation by focusing on key qualifications and experience.
In ejobsitesoftware.com: Resume parsing →S
Screening
The initial assessment of candidate applications to determine whether they meet the basic qualifications for a role, typically by reviewing resumes and cover letters.
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.
Social Recruiting
Leveraging social media platforms to connect with and attract candidates, often combined with employer branding and engagement.
Sourcing
The process of proactively identifying, reaching out to and attracting potential candidates for current or future roles, using job boards, social media and databases.
Succession Planning
A strategy to prepare for future leadership and key-role vacancies by identifying and developing internal talent, ensuring smooth transitions and continuity.
T
Talent Acquisition
A strategic approach to identifying, attracting and hiring skilled employees for current and future needs. It goes beyond traditional recruitment by focusing on long-term workforce planning.
In ejobsitesoftware.com: Recruitment software →Talent Pool
A database of potential candidates who can be tapped for future hiring needs, built from past applicants, passive candidates, referrals and sourced leads.
Time-to-Hire
A metric measuring the number of days between posting a job and the candidate accepting the offer. It reflects the efficiency of the recruitment process.
W
Workforce Planning
A systematic approach to forecasting future staffing needs based on business goals, ensuring the right talent is in the right roles at the right time.
Y
Yield Ratio
A metric that measures the effectiveness of each stage of hiring – for example, the ratio of candidates who pass screening to those invited to interview.
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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.
From terms to tools
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A lot of this glossary describes things you can actually do inside one platform. ejobsitesoftware.com brings together an applicant tracking system, AI in recruitment, resume parsing, Boolean resume search and a job board – the building blocks of a modern hiring pipeline.
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Answers
Frequently asked questions
What is the difference between recruitment and talent acquisition?
What is the difference between sourcing and screening?
What is an ATS in recruitment?
What is Boolean search in recruitment?
What is the difference between a passive and an active candidate?
What does time-to-hire mean, and why does it matter?
What is resume parsing?
Why is it useful to know recruitment terminology?
From glossary to hiring, in one platform
ATS, AI matching, resume parsing, Boolean search and a job board – the terms above, built into software you own outright.