Recruitment Glossary

A performance evaluation method that collects feedback from multiple sources including supervisors, peers, subordinates, and sometimes external sources like customers.

A job seeker who is actively searching for new employment opportunities and has taken concrete steps like updating their resume or applying to positions.

Software application that enables the electronic handling of recruitment and hiring needs, including managing candidate applications, screening resumes, and tracking hiring progress.

A comprehensive evaluation method using multiple assessment techniques like simulations, interviews, and tests to evaluate candidates for specific roles.

The process of verifying a candidate's employment history, education, criminal record, and other relevant information before making a hiring decision.

An interview technique that focuses on past behavior and experiences as indicators of future performance, often using STAR (Situation, Task, Action, Result) methodology.

A search method that uses operators like AND, OR, and NOT to refine search results when looking for candidates in databases or on platforms like LinkedIn.

The overall perception and feeling a job candidate has about an employer's recruitment process, from initial contact through onboarding.

A detailed profile representing the ideal candidate for a specific role, including skills, experience, motivations, and characteristics.

An interview approach that focuses on specific skills and competencies required for the role, using structured questions to assess capabilities.

A recruitment model where the recruiter is paid only upon successful placement of a candidate, typically a percentage of the candidate's first-year salary.

A key recruitment metric that calculates the total cost of hiring divided by the number of hires, including advertising, recruiter fees, and internal costs.

The alignment between a candidate's values, beliefs, and behaviors with the company's culture and working environment.

Organizational efforts to create a workplace that values different backgrounds, perspectives, and experiences while ensuring all employees feel included.

A structured program that incentivizes current employees to refer qualified candidates for open positions within the organization.

The process of promoting a company as the employer of choice to a desired target group, enhancing the company's reputation as a great place to work.

A specialized recruitment service focused on finding and placing senior-level executives and C-suite positions, often involving headhunting passive candidates.

A labor market characterized by temporary, flexible jobs where independent contractors and freelancers work on short-term engagements.

The practice of recruiting candidates who are not actively looking for new employment opportunities, typically for senior or specialized positions.

Software that combines HR processes and information technology to manage employee data, payroll, benefits, and recruitment activities.

The systematic process of collecting information about job duties, responsibilities, necessary skills, outcomes, and work environment.

A written statement that describes the duties, responsibilities, required qualifications, and reporting relationships of a specific position.

Measurable values that demonstrate how effectively recruitment goals are being achieved, such as time-to-fill, cost-per-hire, or quality of hire.

The supply and demand for labor in a particular geographic area or industry, including available talent pools and compensation trends.

The process of integrating new employees into an organization, including orientation, training, and helping them become productive team members.

A job candidate who is currently employed and not actively seeking new employment but may be open to the right opportunity.

The process of verifying candidate information and assessing suitability through background checks, drug tests, and skill assessments.

A metric that measures the value new hires bring to an organization, often assessed through performance ratings, retention rates, and cultural fit.

The application of marketing strategies and tactics to attract, engage, and nurture talent before they apply for jobs.

A recruitment model where the client pays a fee upfront to engage the recruiter's services, typically used for senior-level or specialized positions.

The process of identifying the difference between current workforce skills and the skills needed to meet organizational objectives.

The process of identifying and engaging potential candidates for current or future job opportunities through various channels and methods.

A structured interview technique where candidates describe Situation, Task, Action, and Result to provide concrete examples of their experience.

The process of identifying and developing potential leaders to fill key positions when they become vacant due to promotion, retirement, or departure.

A strategic approach to identifying, attracting, and onboarding top talent to efficiently meet dynamic business needs.

The strategic process of attracting, developing, retaining, and utilizing employees with the skills and aptitude to meet current and future business needs.

A pool of qualified candidates who have been identified and engaged for future job opportunities within an organization.

The number of days between when a job requisition is opened and when an offer is accepted by a candidate.

The strategic process of analyzing current workforce capabilities and planning for future talent needs based on business objectives.