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Recruitment Glossary

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  • Applicant Tracking System (ATS): A software application that manages the recruitment process, including job postings, applications, and candidate tracking.
  • Active Candidate: A job seeker actively looking for new employment opportunities.
  • Assessment Centre: A selection process where candidates are evaluated through various exercises and tests.


  • Background Check: The process of verifying the information provided by a candidate, including employment history, education, and criminal record.
  • Boolean Search: A search method using specific operators (AND, OR, NOT) to refine and improve search results, commonly used in CRM's and ATS.


  • Candidate Experience: The overall experience of a candidate throughout the recruitment process, from application to onboarding.
  • Competency-Based Interviewing: An interview technique focused on assessing candidates' competencies related to the job role.
  • CRM: Customer / Candidate / Client / Contact Relationship Management software.


  • Diversity Recruitment: Strategies and practices aimed at attracting and hiring a diverse workforce.
  • Direct Sourcing: The process of recruiting candidates directly, often through networking or internal databases, rather than using third-party agencies.
  • DBS Check: Disclosure and Barring Service check - a background check with many levels of depth depending on the requirements for the job.


  • Employer Branding: The process of promoting a company as an employer of choice to attract top talent.
  • Employee Referral Program: A recruitment method where current employees refer potential candidates for open positions.


  • Full-Cycle Recruiting: The end-to-end process of recruitment, from identifying hiring needs to onboarding new hires.
  • Freelancer: A self-employed individual who provides services to businesses on a contract basis.


  • Gig Economy: A labour market characterised by short-term contracts or freelance work, rather than permanent jobs.
  • Graduate Recruitment: The process of attracting and hiring university graduates.


  • Head-hunting: The practice of recruiting highly skilled and experienced candidates for senior or specialised positions.
  • Hiring Manager: The person responsible for making hiring decisions and managing the recruitment process for a specific role.


  • Interview Panel: A group of individuals who conduct interviews with candidates, often representing different departments or perspectives.
  • Internal Mobility: The movement of employees within an organisation to different roles or departments.


  • Job Board: An online platform where employers post job vacancies and job seekers can apply.
  • Job Description (JD): A document outlining the responsibilities, qualifications, and requirements of a job role.


  • Key Performance Indicators (KPIs): Metrics used to evaluate the success and efficiency of recruitment efforts.


  • Labour Market: The supply and demand for labour, where employees provide the supply and employers the demand.
  • LinkedIn Recruiter: A tool provided by LinkedIn for sourcing and managing candidates.


  • Machine Learning: The use of algorithms and statistical models to analyse and improve recruitment processes.
  • Mobile Recruiting: The practice of recruiting candidates through mobile devices and applications.


  • Networking: Building and maintaining professional relationships to identify potential job candidates or career opportunities.
  • Niche Job Board: A job board focused on specific industries or professions.


  • Onboarding: The process of integrating a new employee into an organisation and its culture.
  • Outplacement: Services provided to help departing employees transition to new jobs, often including career counselling and job search assistance.


  • Passive Candidate: A potential job candidate who is not actively seeking new employment but may be open to opportunities.
  • Pre-employment Testing: Assessments used to evaluate candidates' skills, knowledge, and suitability for a role before hiring.


  • Qualitative Assessment: The evaluation of candidates based on non-quantifiable factors such as cultural fit and interpersonal skills.
  • Quantitative Assessment: The evaluation of candidates based on measurable factors such as test scores and experience.


  • Recruitment Marketing: The strategies and tactics used to attract and engage potential candidates, similar to how companies market to customers.
  • Reference Check: The process of contacting previous employers or colleagues to verify a candidate's background and qualifications.


  • Sourcing: The process of identifying and attracting potential candidates for job openings.
  • Succession Planning: The process of identifying and developing internal candidates for future leadership roles.


  • Talent Acquisition: The strategic approach to identifying, attracting, and hiring top talent to meet organisational needs.
  • Talent Pool: A database of potential candidates who can be contacted for future job opportunities.


  • Upskilling: Providing training and development opportunities to employees to enhance their skills and capabilities.
  • User Experience (UX): The overall experience and satisfaction of users (candidates) interacting with recruitment technology or platforms.


  • Video Interviewing: Conducting interviews via video conferencing tools, allowing for remote recruitment.
  • Virtual Career Fair: An online event where employers and job seekers can interact and discuss job opportunities.


  • Workforce Planning: The process of analysing and forecasting an organisation's future workforce needs to ensure the right talent is in place.
  • Working from Home (WFH): A flexible work arrangement where employees perform their job duties from their home.


  • XML Feed: A method of sharing job postings across different platforms using XML format, commonly used in job boards and ATS.


  • Yield Ratio: A metric used to measure the efficiency of the recruitment process, comparing the number of candidates at each stage to those who advance to the next stage.


  • Zero Hour Contract: A type of employment contract where the employer is not obliged to provide any minimum working hours, and the employee is not obliged to accept any work offered.

This glossary covers essential terms in recruitment and recruitment technology, providing a comprehensive overview for anyone involved in the industry. If we have missed any key terms or phrases feel free to get in touch and we'll add them to the list.