Glossary - hireful.com

A

abandonment rate.

Abandonment rate is the percentage of prospects who abandon your job application before completing their application. We cover everything you need to know about abandonment rates.

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applicant to interview ratio.

Applicant-to-interview ratios identify the number of candidates chosen to be interviewed for a role. Learn about the role of these ratios in the recruitment process.

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B

background checking.

A background check is conducted by employers to verify a job applicant’s identity and previous qualifications, skills and experience. Learn more about what a basic background check entails.

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C

core competencies.

Core competencies are the skills a candidate must have to thrive at your organisation. This post covers everything you need to know about core competencies.

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candidate experience.

The candidate experience of people applying to join your organisation is the sum total of their interactions with you - and where those interactions lead.

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CV parsing.

CV parsing is used to save recruiters time and find qualified candidates for any role. With parsing technology, the most suitable candidate is quickly identified.

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cover letter.

A cover letter provides an engaging summary of a job seeker’s qualifications and experience. Learn more about cover letters and whether they should form part of your application process.

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cost per hire.

Cost per hire is the total amount an organisation spends to recruit a new employee. Learn everything you need to know about cost per hire in UK recruitment.

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D

direct sourcing.

Direct sourcing is an effective strategy organisations use to identify suitable talent to develop their candidate pool. Read on to learn more about this strategy.

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E

exit interview.

An exit interview is a conversation between an organisation representative and an employee leaving the organisation to discuss reasons for the employee’s departure.

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F

flexible work.

Flexible work refers to a work arrangement that doesn't have the constraints of a traditional job. This post covers everything you need to know about flexible work.

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G

group interview.

Group interviews involve simultaneously assessing multiple candidates for a job and are often used for entry-level food service and retail positions. Learn more!

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H

HR analytics.

HR analytics involves collecting and analysing HR data to provide organisations with the data they need to become more efficient and profitable.

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HR software.

HR software is a digital application used to manage and enhance HR tasks and processes in an organisation. Learn about its benefits, how it works, and more.

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HRIS.

A human resources information system helps organisations manage employee data. Learn about the types and benefits, plus how to choose one.

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hybrid working.

Hybrid working is a versatile, flexible model where employees work both remotely and in the physical workplace. Learn about everything it entails.

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I

insourcing.

Insourcing occurs when you use your own talent pool to complete tasks rather than sourcing outside help. Here’s everything you need to know about insourcing.

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J

job description.

A job description is a few lines of text explaining what applicants need to know about a position. This post will answer all your questions about job descriptions.

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job hopper.

Job hoppers are employees who switch jobs regularly. In this post, we’ll cover everything you need to know about job hopping.

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job requisition.

A job requisition is an internal request to create a new job position or add a vacancy to an existing job role. Learn how the requisition process works.

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K

killer question.

Killer questions are used in hiring to better vet applicants and job candidates. Use these questions to your advantage by getting candidates to think differently.

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L

lateral hiring.

Lateral hiring is the process of finding candidates working in similar positions at another company. Find out more about the lateral hiring process.

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M

mock interview.

A mock interview is a simulation of an actual interview. Read on to learn about mock interviews and how they fit into the hiring process.

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O

onboarding.

Onboarding involves training new employees and integrating them into your organisation. Find out why onboarding is so important to your HR process.

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offer letter.

An offer letter is a written document an employer sends to a candidate confirming they’ve been selected for a job. Learn some offer letter best practices.

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P

psychometric tests.

Psychometric tests are used to identify personality traits and general aptitudes. Learn about the role of psychometric testing in the recruitment process.

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preferred supplier list (PSL).

A preferred supplier list (PSL) is a selection of third parties approved to provide goods or services to an organisation. Learn what it means for recruitment.

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Preboarding is actions taken to welcome a new employee from the time between a new employee accepting a job offer and their first day on the job. Read on to learn more about this crucial hiring stage.

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panel interview.

A panel interview is typically conducted by a group of interviewers—usually three or more—to assess a candidate's qualifications, experience and potential.

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Q

quiet quitting.

Quiet quitting refers to employees limiting their work to only what is stated in their job descriptions. Learn why it happens, how it affects performance, and more.

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R

recruitment process outsourcing (RPO).

Recruitment process outsourcing (RPO) is when organisations outsource hiring processes to an accredited RPO firm. We cover everything you need to know.

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reference checks.

Employers conduct reference checks to learn more about candidates and verify the accuracy of their work history information. Read on to learn more.

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recruitment marketing.

Recruitment marketing encompasses employer branding, recruiting, and marketing techniques, from social recruitment to employee advocate strategies that support a company to attract and retain top talent. Read on to learn more.

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S

situational judgement test.

Situational judgement tests are assessments used to evaluate job applicants’ decision-making and judgement. Learn how these tests can help your organisation attract the right hires.

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skills gap.

A skills gap occurs when employees don't have the skills needed to complete their jobs. This guide will show you how to close the skills gap in three easy steps.

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situational interview.

A situational interview consists of hypothetical questions used to gauge a candidate’s ability to handle real-life situations. Read on to learn more.

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screening matrix.

A screening matrix helps you shortlist the most suitable candidates for any job role. Learn the best practices for creating a screening matrix.

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T

talent management.

Talent management is a continuous process that allows organisations to build and retain a skilled, productive, and engaged workforce. Read on to learn more.

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talent pool.

A talent pool is a collection of high-performing individuals who are potential candidates for future job openings. Learn more about them here.

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transferable skills.

Transferable skills are core abilities or expertise that have value across different roles. Learn more about how they relate to the recruitment process.

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training needs analysis.

A training needs analysis is a systematic process through which an organisation identifies employees’ training and development requirements. Read on to learn more.

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talent pipeline.

A talent pipeline is a stream of qualified candidates to choose from whenever there’s an open position. Read on to understand its benefits and how to create one.

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U

unstructured interview.

An unstructured interview is usually not prearranged, allowing for flexible and natural interactions. Read on to learn more about this interview concept.

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W

workforce planning.

Workforce planning is a critical HR process that ensures an organisation is always staffed with the necessary talent to achieve its goals. Read on to learn more.

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recruitment glossary.

A

A

B

B

C

C

D

D

E

E

F

F

G

G

H

H

I

I

J

J

K

K

L

L

M

M

N

N

O

O

P

P

Q

Q

R

R

S

S

T

T

U

U

V

V

W

W

X

X

Y

Y

Z

Z

A

abandonment rate.

applicant to interview ratio.

B

background checking.

C

core competencies.

candidate experience.

CV parsing.

cover letter.

cost per hire.

D

direct sourcing.

E

exit interview.

F

flexible work.

G

group interview.

H

HR analytics.

HR software.

HRIS.

hybrid working.

I

insourcing.

J