Common Recruiting Terms

The use of artificial intelligence to source and reach out to candidates. This technology is designed to automate repetitive, high-volume tasks, so recruiters can focus on other elements of hiring.

The software used to automate many of the steps in the recruitment cycle. In many cases, an ATS automatically filters job applications, using criteria such as former employers, skills, years of experience, schools attended, etc. The ATS then creates a list of applications that fit the given criteria.

Test(s) used to assess a candidate’s knowledge and capabilities, in order to determine suitability. These tests can also be used to determine if a candidate is being truthful about qualifications and skills listed on their resume.

A method that refines a web search by allowing the user to use words or phrases such as AND, OR, NOT to limit, broaden, or define the search results. Boolean search allows the combination of five different elements to conduct a search.

Top-level managers in organizations, with titles that include the word “Chief”. Examples include CEO (Chief Executive Officer), CFO (Chief Financial Officer), and COO (Chief Operating Officer), CIO (Chief Information Officer), CHRO (Chief Human Resources Officer), CMO (Chief Marketing Officer).

An outreach message that invites the recipient to start a conversation or take action.

A candidate’s first-hand experience of a company’s hiring and recruiting process.

A description of characteristics, qualities, qualifications, skills and experience, that you wish to see in a candidate for a certain job.

The total cost of bringing new hires into a company. This metric includes all expenses of the recruitment process including administrative costs, travel, and equipment. It can be calculated by adding all costs of hiring then dividing that sum by the number of hires in a certain time frame.

When the compensation for a position is not fixed, but depends on the candidate’s previous experience in the field.

A sourcing option used by recruiters where current employees are rewarded for recommending candidates for open positions. Often this sourcing method can reduce time to hire and cost per hire.

Specialized exclusive search firms used to seek out and recruit highly qualified senior-level candidates.

When a candidate suddenly stops communicating with a recruiter.

An individual who works a job for a specified period of time only.

A visa in the United States under the Immigration and Nationality Act, section 101 that allows U.S. employers to temporarily employ foreign workers in specialty occupations.

Typically refers to available positions that are not listed on job boards or online.

An abbreviation for Hiring Manager.

Additional compensation awarded to high-performing employees and meant to motivate employees

Someone who does not formally lead or manage other people.

Filling an open position with someone already employed at the organization.

When the Recruiter or Sourcer meets with the Hiring Manager to understand the job requirements, candidate profile, culture, experience, function, job title, responsibilities, skills, technical challenges (if any), target company universe, etc., for a new opening.

An abbreviation for Job Description.

A website that allows employers to post open positions and accept applications.

A person who jumps from job to job, generally staying with any one company less than two years.

When a candidate is formally extended a job opportunity.

Any significant word or phrase that you would expect to find within a resume, profile, or other database entity.

The knowledge, skills and abilities required to perform a job well.

A move to another position in the same organization with relatively the same level of responsibility and pay.

The process of developing relationships with candidates at every stage of the recruiting cycle, and through every step of the candidate's journey.

An abbreviation for LinkedIn Recruiter.

The estimated earnings of an employee, when he/she meet their targets.

A series of events (including orientation) to help new employees understand how to be successful in their new role and how their work contributes to the organization.

A job interview in which an applicant answers questions from a group of people who then make the hiring decision.

An individual who is satisfied in their current role and not looking for new career opportunities. These candidates are typically more difficult.

A ready pool of candidates, with the right qualifications, to be considered for a specific role.

A passive recruitment method in which a recruiter places a job ad on an online job board and hopes that great candidates, with the right qualifications, apply.

A background check and validation of previous work experience meant to uncover criminal history or previous employment issues related to the candidate.

A new employee and employer agree that the new employee will work for a set amount of time on a trial or probationary period.

A business model in which a company outsources the management of talent sourcing or acquisition in whole or in part to a third-party firm.

An expense-saving strategy where current employees are offered a monetary bonus for referring a candidate, who then accepts a position and successfully completes the trial period.

The job opening, often abbreviated to Req.

The act of submitting resumes to a multitude of job postings with little attention to the job description, required qualifications, or general job fit.

Firms/Recruiter, who charge an upfront fee to the client to conduct a search. The recruiter will provide a shortlist of qualified candidates for the client to choose from.

A phone call or video chat to determine whether a prospect has the qualifications and interest to interview for the position.

Money paid upfront to a new employee by a company as an incentive to join that company.

Attracting candidates, using social platforms for advertising and to find information on candidates.

The use of one or more strategies to attract or identify candidates for a certain open position. Internal and external recruitment advertising may also be used.

The strategy used to attract and hire the best people.

Any company whose talent is desirable for a number of reasons, e.g. working on a competing product, holding desirable degrees, enjoying a similar culture, etc.

A temporary employee.

The average time it takes, to fill an open position.