Artificial intelligence, or AI, refers to machines that are capable of performing activities that in the past were thought to require human intelligence.
This software is used to simplify the collection and evaluation of applications for an open job. An ATS assists human recruiters in organizing and tracking job candidates across the hiring process.
Candidate experience refers to the perception of a job seeker about an employer, based on all of their interactions during the recruitment process, including the initial job search, the application process, interviews, acceptance or rejection, and onboarding.
Diversity encompasses the range of human differences, and includes gender, race, ethnicity, social class and more. Inclusion recognizes that all people have an inherent worth despite our differences.
Your employer brand is your reputation as an employer. It reflects how you treat your candidates and employees, and how the actual employee experience matches what they’ve been promised.
Rather than pursuing candidates to fill openings, inbound recruiting borrows from the techniques of inbound marketing to attract the interest of candidates and invites them to opt-in to being recruited for roles.
A job description is a legally binding document outlining the primary duties and responsibilities of a particular job. Descriptions should be kept current by updating them at least every two years as jobs evolve.
A job posting is a marketing document. It provides an overview of an open position. It should not be too detailed, but should include both basic duties and benefits for the employee.
Although this term is often used synonymously with job posting, a job advertisement is different. It refers to visually-based content that is optimized for social media and other job search channels.
Mobile recruiting is optimized for smartphones. This could include posting in job board apps that allow one-touch submissions or recruiting via social media apps.
Outbound recruiting refers to recruiting that seeks out qualified candidates to fill openings.
Pay transparency is the practice of making employee compensation numbers visible inside or outside the organization.
Personality assessments are tests designed to determine people’s motivations, skills, behaviors and interests. These can help in selecting candidates for employment and in placing them across the organization.
Sourcing is the active search for candidates to fill current or soon-to-be open positions at your organization. Recruiters use sourcing to compile data on the best candidates for the job.
A talent pipeline includes people within your organization that can be reskilled and moved to different points where they can thrive.
A talent pool refers to a group of highly qualified candidates who have shown interest in employment at your organization.
Time to hire is a metric used to measure recruiting efficiency. It refers to the amount of time that elapses between initial contact with a candidate and acceptance of the employment offer.