Knowledge Base

  • Step One: Attract

    Attracting the potential candidate is the foremost step in the recruitment process. However, the tussle is how one can find the right prospect for a particular role? Hiring managers and recruiters use various social media, job boards, and internal sources to attract suitable candidates. Sometimes, there are many candidates available for certain roles. Therefore, it is significant to assess the applicant’s suitability for whether they are equipped to work with the firm. Recruiting is a tough job, and just to lend a helping hand, here are the terminologies that one should be aware of before getting into the hiring process. 

    • An active job search indicates when a person actively seeks a new job. An active job seeker looks for a change by shifting to another organization, but preferably not to a new role.  

      The process for active job searching deals with the steps like building the resume and cover letter to fit all needs of a particular role. In addition to that, the job seeker has to update social media before identifying the desired opportunities. So that applicant can prepare for an interview accordingly. Networking ensures that you know people in a particular field who can bring appropriate recommendations. Thus, making contacts with recruiters and professionals makes it easier to search for a job.

    • Applicant term is used when a job seeker applies for a job or role in the company and is willing to work for the organization. Here, an aspirant has to submit a formal application only after that companies can consider them as an applicant. An applicant must obey some criteria to be followed to become an employee. He/she has to sit in interviews for vetting his required skills, and other requirements that differ from company to company in the hiring process. 

    • Applicant files represent the records of the documents that the potential candidates submit when they apply for the job. It possesses all the details related to the employment life cycle; this is also used for the information on onboarding new hires. 

      The human resource departments maintain these files, referred by HR staff, directors, and recruiting interview team, to access information whenever required. 

      These files include the application form, resume, cover letter, employment-related information, educational verification, job letter, performance, contracts, agreement, and candidates’ records. Additionally, opinions and personal notes of the previous employees are also available in applicant files. 

    • The applicant pool is referred to as the total number of applicants applying for a specific job. It includes those who have sent their resumes or filled an application form to be an employee. 

      Some factors can affect the applicant pool as a job description; experience required salary, and skill set. After collecting the data from the applicants, the company approaches only suitable candidates for further selection who can meet their expectations. Here, hiring managers select the right person to meet all the requirements. 

      However, the ultimate challenge that one faces in this is that there is a possibility of enormous applications in the applicant pool. Therefore, it is necessary to limit the number of the applicant pool to meet the reliable person who can meet the specifications of the particular position. 

    • The applicant tracking system is a great tool that helps organizations select the desired candidate. Human resource software is database software that keeps a record of applicant data.

      This makes the cumbersome hiring process for the managers easier as companies' recruiters receive numerous applicants for every opening. ATS assembles the data of relevant applicants approached by the recruiters or hiring managers. 

      ATS searches applications and compares the resumes as per the job description that gives us automatic ranking. Thus, recruiters choose only the top applicants based on their skills and qualifications.

    • C-suite is also known as C-level senior-most executives who are responsible for the executive level management. C-suite includes the positions like Chief Executive Officer (CEO), Chief Financial Officer (CFO), Chief Operating Officer (COO), and Chief Information Officer (CIO).  

      These senior officials are accountable for the high-stress jobs that deal with the strategic role. C-suite executives are in charge of the departments and business units based on the companies' requirements, like marketing, finance, and IT. Hence, every recruitment expert and Human resource expert reports directly to them and caters to all the relevant needs.

    • Candidate experience is the complete experience of the candidate at the time of recruiting. In other words, it includes the candidate's perception of an employer on job search, application, interview, and onboarding.  

      It also comprises how the candidates interacted with the prospective employer during the recruitment process. In other words, a simple phone call with the recruiter to the user experiences on the company websites. As the candidate's conduct is significant, that can affect the abandonment rates and employer branding attitude. 

      These days, candidates experience matters because inbound recruiting and recruitment marketing strategies are used to ensure that a talented joins the organization. A recruitment agent thus ensures that a candidate has the best experience and gets the best first impression.  

    • A candidate portal is a platform where applicants can interact with the companies. A Portal connects the suitable person to the organization where they can apply for the designations based on their skills by submitting their cover letter, resumes, and other information. 

      An official candidate portal provides a secure channel for interaction with job-seekers and companies. The undeniable benefit of this is that it cuts down the recruiters’ time who need not waste time sorting the resumes individually. The candidate portal is a blessing for hiring managers as a quest for the right candidates filled faster and more efficiently.

    • Company Culture indicates the environment, which includes norms, values, and characteristics of the company. It is important how the people interact with each other and employees work to understand better.  

      Culture involves the work environment, company mission, and leadership style, as knowing company culture clarifies what the company desires to achieve and the expected outcome from the employees. 

      Apart from this, it suggests to the employees how to behave accordingly. There are several ways to figure out the company's culture by checking the reviews and ratings of the website. 

    • Compensation is the monetary payment made to an employee in exchange for their services to the organization. Salary or wages are other terms for the same thing. In order to run a successful business, companies confront the difficult problem of acquiring and maintaining top people. This can be one of a company's most difficult jobs. 

      Hence, benefits are extra incentives given to employees and their pay. Medical coverage, retirement programs, paid time off, product discounts, and so on are examples of this. Companies strive to be competitive in terms of remuneration and perks to attract and retain top employees. We'll look at how these factors influence employee recruitment, retention, motivation, and turnover.


    • A cover letter is a document that attaches a candidate’s resume. This allows explaining why one considers suitable for the particular role, besides you can provide additional information about your experiences and skills that are related to the position you are meant to apply for. 

      A cover letter elaborates the information that is mentioned in your resume. However, a cover letter assists hiring managers in narrowing down the applicant pool and selecting the candidates for the interview. While for some jobs, cover letters are requisite, and for others, these are not compulsory.


    • Employers encourage current employees to recommend candidates for unfilled positions through an employee referral program, a well-organized and structured program. Employee referral, unlike sourcing, is an internal strategy for finding and hiring the finest talent from inside employees' current networks.

      Employee referrals are thought to be one of the most effective recruiting methods. According to research, referred employees are the greatest employees in many aspects: they are the quickest to hire, the most economical to hire, and they stay with companies the longest and have the lowest turnover rate.


    • Employer branding is the identity that an organization builds differently from its competitors. This identity helps make a job desirable for the job seekers. A strong employer brand proves beneficial for the companies as it is used to attract the workforce. In addition, employer brand directly influences talent acquisition because firms with better reputations have good quality applicants and satisfied employees. 

      Recruitment marketing methods can help set the employer brand; you can increase your brand awareness with these. Employer Brand is necessary as to what kind of perception employees, current and potential, have about you.


    • An entry-level job doesn’t need much working experience. Usually, these are considered the lowest positions available in any organization. Entry-level roles are meant for freshers mainly who require on-site training. 

      Entry-level jobs can be full or part-time to help attain experience in the giving field. Some jobs require higher academic qualifications, while others might need specialized skills, knowledge, and techniques. Moreover, entry-level jobs provide adequate knowledge and experience to entry-level employees.


    • A flexible work schedule is an arrangement that permits employees to adjust their plans at their convenience. It allows employees to come according to their suitability between 9 am, and 11 am and leave between 5 am and 7 am. It also permits them to take off Thursday if they agree to work on Sunday.  

      Flexible schedules help employees balance office and other responsibilities because it is beneficial for those employees who have accountabilities towards families and commute from long distances. Initially, it takes time to manage flexible hours as this requires both planning and organization so that staff can coordinate.

    • A Functional resume reflects a candidate’s abilities as it doesn’t focus much on the job experience like a resume. Instead of career history, it highlights candidates’ skills and talents that highlight the transferable skills of an individual. A functional resume is mainly used by career changers or applicants having any employment gaps. 

      A functional resume deals with the different resume formats, emphasizing chronological work history to showcase talent, not just experience. In short, the purpose of a functional resume is to draw attention to transferable abilities.

    • The hiring process is used to fill the vacant position with the relevant skills. The process involves finding the applicants to select the firm's most appropriate employees. 

      To find the right candidate, recruiters have to follow various steps to fill the desirable candidates. The entire process initiates from identifying the hiring needs based on the firm's short and long-term future goals. Accordingly, they create job descriptions to start the fittest candidates in the position. Hiring managers must post and promote job openings to meet the required candidates on job boards and social media. From applicant screening to applicant talent assessment to give job offers.


    • Internal recruiters are responsible for hiring for a job from the company's existing employees. Here, vacancies are filled by promoting employees and conducting internal transfers. By this, human resource managers get an opportunity to encourage their staff by adding responsibilities or roles that can aspire to work more with honesty. Thus, internal recruiters are the best way to motivate and retain their talents in the companies.  

      Internal recruiters benefitted as it is cheaper and quicker to recruit from present employees. In addition to this, employees are also familiar with the organization's operations. However, this creates a vacancy that needs to be filled from the outside.


    • The job board is a website where employers can advertise their job requirements to job seekers. These platforms serve as an intermediate between the human resource managers and job-seekers where potential candidates can meet the roles they can fit based on their abilities and skills.

      An online job board is an advertising tool for firms to attract good candidates where job-seekers can apply for the jobs. Job Boards are user-friendly and allow applicants to apply quickly with the help of tabs and buttons linked with the Applicant Tracking Systems (ATS). 


    • The job description details the report that helps to hire managers to connect with the desirable applicants. It reflects the requirements that mention all the skills needed to serve the purpose in the organization. 

      The job description involves a brief description of the job title, purpose, and scope. It also mentions the objective of the particular job, which refers to an overview of the role, scope of responsibility in three to four lines. Besides job duties, it introduces working conditions and preferred qualifications.


    • A passive candidate is an employed person who isn't actively seeking a job. However, they are considered to fill a particular role in the organization based on various reasons, such as qualifications and experience, that make recruiters approach them. 

      Usually, passive candidates don't apply for the opening and even don't search for a job. These are approached based on their in-demand skills. Sometimes, these are hard to find for the role, so they need to be compensated well. To hire passive candidates, hiring managers and recruiters have to deal with different methods, such as contacting skilled candidates, LinkedIn, or other professional websites and communities. 


    • Recruitment marketing is a strategy and tool recruiters use to connect with potential people in the pre-applicant phase. Human resource manager’s marketing tactics are to engage with suitable individuals on social media platforms or another medium of communication that uses various techniques such as data analytics, automation, and hyper-targeted messaging  

      Recruitment marketing is essential to create awareness, interest, active search of applicants by generating awareness and interest to attract more prospective candidates. This includes employer branding, social media recruiting, candidates engagements, experiences, and inbound recruiting.


    • Skillset is a person's knowledge, abilities, qualification, and work experience. Skills are necessary to perform certain roles designed to do a job. These can be human relations, research, planning, accounting, leadership, and computer skills. Thus, a skill set combines knowledge, understanding, personal qualities, and abilities. 

      Skillset is broadly classified into soft and hard skills, depending on the job and profession. Mostly, soft skills are interpersonal skills that deal with the personality and abilities of critical thinking, empathy, conflict resolution, and attention to detail. 

      Other skills are known as hard skills, like technical knowledge or specialized knowledge. So, it is the hiring manager's responsibility to be well efficient with the requirements, soft and hard skills, of the roles to have the most appropriate job.


    • Social media recruiting is the most valuable medium for connecting applicants to suitable positions. Recruiters use social media platforms like Facebook, LinkedIn, Instagram to meet the requirements.

      Social media is considered a traditional recruitment method, but it is still relevant for hiring. The biggest advantage of social media recruiting is to reach the passive candidates where we can interact in a more personal manner. It solves the problem of those hiring managers whose potential candidates spend their time on social media.


    • Sourcing is the proactive searching and identifying qualified candidates that have the potential to meet the required standards of a job. The main objective is to collect all the relevant data from the eligible candidates, like names, titles, and job responsibilities. Sourcing is not reviewing resumes or applications sent to the company. 

      Sourcing is the important function of the recruitment process performed by human resource managers. With the help of sourcing, hiring managers can figure out about the passive and active job seekers who are located on the sourcing job boards.


    • Talent engagement is how a company interacts with the potential candidates for the job. Its purpose is to attract the right kind of talent to the organization. They engage with phone calls, email exchanges, interviews, or bonding activities between a company and potential candidates.  

      Talent engagement is a way to connect with the company’s values and missions. Investing in talent engagement activities can motivate employees and their performance which would benefit the organization in the long term.


    • Total remuneration is the sum of annual salary, perks, and non-monetary benefits. In most cases, it covers basic salary, bonuses, commission, stock options, pension plans, and other financial compensation besides non-financial services like a gym membership, food facilities. 

      Total remuneration helps employers to set policies to compensate an employee. A complete remuneration package is considered taxable. Thus, it is a powerful tool for the recruiters to retain the staff.


    • An umbrella firm is a business that hires agency contractors to work on short-term contracts, usually through a recruitment agency in the United Kingdom. Because the agency's liability is reduced, recruitment agencies prefer to issue contracts to a limited company. It sends invoices to the recruitment agency (or customer). It pays the contractor through PAYE whenever the invoice is paid, with the added benefit of balancing some of the revenue by claiming expenses such as travel, meals, and lodging. 


    • A vendor management system (VMS) is an Internet-enabled, frequently Web-based tool that helps businesses manage and procure staffing services, such as temporary and permanent placement and outside contract or contingent labor. Order distribution, consolidated billing, and considerable reporting upgrades that exceed manual systems and processes are typical aspects of a VMS solution.

      Due to current restrictions in the financial industry, vendor management now entails systematic risk classification and due diligence to control third-party risk. To conform with the regulatory agencies' terminology, a number of institutions have renamed or reclassified their programs as Third-Party Risk Management (TPRM).


    • Vendor tiering is a classification system for vendors based on the level of security risk they pose to a company. With each successive degree of security criticality, the level of security criticality diminishes. Because enterprises struggle to maintain a Third-Party Risk Management Program across an expanding vendor network, vendor tiering is critical.

      Due to a lack of internal resources, new vendors are unable to receive the essential security attention. As a result, procurement contacts remain shaky, unable to identify and mitigate inherent preventable risks associated with digital transformation.

      This unmonitored attack surface expansion burdens security personnel, making risk evaluations during onboarding even more difficult to handle.

      Risk evaluations are simply disregarded during onboarding when the need to scale business processes collides with the lack of cybersecurity resources.


  • When an announcement is made regarding the opening of the position, companies receive numerous applications. However, applicants exaggerate their skills in the resume. In this situation, human resources select the appropriate candidates to screen out the unqualified applicants.  

    Manually reviewing applications can be time-consuming and waste the time of the human resources managers. Thus, they prefer technology to appoint interviews for the most suitable applicants. Here are a few terminologies related to the screening of the applicants that one should be aware of. 

    • Automation is the technology that eases recruiting tasks and workflows to boost productivity. Also, reduce cost-per-hire and application with better profile to fit in the organization. The tools like Grove HR, Asana, and Hubspot are used for the automation process by HR, management, and marketing. 

      It is recruiting automation technologies to help hunt the best results in a shorter amount of time. This includes automated emails and texts to the candidates and collecting, processing, and organizing all the candidates' information. That's why automation is gaining traction in talent acquisition.


    • Background check is reviewing the details of the candidates provided at the time of applying for the position. It deals with records like criminal records, social media postings, references. A background check helps verify the candidate's information as to employment history, address verification, education, gap, and reference check. Employers confirm the information provided by job seekers before hiring in the organization. 

      The aim is to hire the best suitable applicant for the job. Sometimes, employers employ third-party services to check the background information, including references, drug screening, and credit checks.

    • Blinding screening eliminates information of the key candidates from the resume that aren't relevant for the role in the organization. The purpose behind blind hiring is to remove the details such as name and gender at the time of screening as companies are working to remove the gender biases and promote diversity mainly in their selection process. 

      Pinpoint, Textio, and Blendoor are the tools that remove the demographic information of the applicants from resumes, applications, and other sources. Companies can ask their job-seekers not to give certain data while applying for a job. Organizations support equality by hiding details like age, gender, and ethnicity that aren't required for the job.


    • Boolean search is the most advanced search method used for a more specific search. There is a requirement of the boolean search for the employers to narrow down the pool to just limited appropriate candidates. Boolean search provides only eligible applicants with the help of search engines.    

      Five elements of boolean search are- AND, OR, NOT, Quotation marks, and Parentheses (). Thus, an advanced search method is used for screening the resumes which can meet the expectations from the particular position.


    • Employment history is detailed information regarding all the jobs candidates have worked previously. The record maintains the employment history of the candidates, which mentions the dates, years, job titles, positions, and salaries of the candidate's employment history. 

      Previous information about the potential employee can reveal various details about gaps in time between the jobs, contact of previous employers besides experience and eligibility. Also, this shows the commitment and enthusiasm towards their goal.


    • HR Tech is a broad term used for software that includes both software and hardware that automate the daily tasks of the human resource personnel. Applicant Tracking System(ATS) and Human Resource Information System( HRIS) are examples of HR Tech. 

      It lessens the burden of the HR personnel with the related administrative responsibilities so that they can focus on the organization's core activities. The human resource department relies on HR Tech for several functions such as talent acquisition, employee payroll, compensation, and analytics. 


    • Human Resources Information System (HRIS) is the most admired HR software that helps in gathering, tracking data, and organizing human resources operations. Besides, HRIS is an automated and centralized system that allows recruiting suitable talents, onboarding, and people management.    

      HR software can work on the company's technical infrastructure or cloud-based. HRIS is also known as Human Resources Management System (HRMS).


    • Phone screening is a telephone conversation used to connect with suitable candidates for a position. Phone screening is the step first in the hiring process to filter out the applicants after the automation process selects their resumes if an applicant chosen at this stage may be called for a face-to-face interview. 

      Typically, Phone screening is a short phone call, where hiring managers focus on the basic qualifications and information about the opening. It mainly includes straightforward questions to know more about the applicants, salary expectations, availability, and basic skills needed to complete the job. 


    • Pre-employment screening is the process for recruiters to check the background information and screening of the selected applicants to assure their work experience and behavior. At this hiring step, a large number of unsuitable applicants are eliminated. 

      Besides, recruiters scan the personality, aptitude, job knowledge, integrity, and emotional intelligence of the candidates. So, pre-employment screening filters out the untrustworthy workers and high-risk candidates that can cost the organization and meet the ideal prospects.


    • The reference check is the verification of the details provided by the candidate. This is the recruiting process in which hiring managers or recruiters check the references by contacting previous places of work.   

      The verification of information helps human resource managers identify the applicant's behavior in the past years. It also confirms the applicant's right set of skills necessary for the position. References are checked when the interviewer has selected the candidate. Companies hire specialized reference checking organizations for their expertise.


    • Resume parsing converts a resume document into structured information.  The purpose is to find valuable information such as skills, work experience, contact information, achievements, education, certifications, and professional specializations required for the specific position to the HR professionals. 

      The process initiates with uploading information that can be done manually and automatically of all the applicants for a particular job into the software. After that, tools scan all the available data and extract only relevant information according to the needs of the hiring managers. By taking the help of resume parsing, recruiters can eliminate the irrelevant applicants; otherwise, checking each application will waste countless hours. 


    • The screening matrix is the means to make comparisons of the candidates to evaluate their skills, experience, and qualifications. The objective is to ease the selection of qualified candidates based on the comparison made by the screening matrix. Thus, it simplifies choosing the most eligible candidates to proceed to the next step for selecting the candidates. 

      The spreadsheet allows interview members to enter the valuable comments and enable the matrix to provide necessary information to detect the better-qualified candidates. 


    • Social media background screening views the profile of the social media platforms of the prospective applicants to know more about information that isn't mentioned in the resume. Social media engagement reveals a lot about the person's behavior that is not related to the nature of the job.

      HR professionals have to create social media applicant screening policies for the companies. To effectively use social media, hiring managers must prepare the appropriate screening question based on the job. The final screening report is designed and delivered to the hiring managers.


    • The talent pipeline is the potential candidates who can meet the job requirement when there is a vacancy. The talent pipeline is a pool that saves a lot of time and energy searching for appropriate candidates during the urgency. For this, recruiters build relationships with a passive talent to meet the immediate need.

      Recruiters follow certain strategies for the talent pipeline, like building a brand and creating a balance between the internal and external candidates that can be considered suitable for the role. Moreover, human resources decide what kind of roles in a particular organization needs urgent requirements for the smooth functioning of the organization. 


  • The interview is the most important step for hiring new employees by checking the required skill to perform the particular task to meet the need of the specific position.  

    An interview is crucial from the perspective of the hiring managers because after meeting the candidates in person, they can find other things like fit in the organization's culture. The ability to manage stress, work constructively as a team member, and resourcefulness to the role in the short and long run.

    • Companies useability tests to check the potential of the candidates. The standard assessment assists the human resource manager to select an individual for the specific position. Ability tests determine abilities such as logic, reasoning, or skills according to the requirements of the job. 

      The hiring managers set the parameters to measure the skill following the particular job for making the right hiring decision so that recruiters can check their aptitude, attention to detail, and performance under pressure before making any decision.


    • Analytical thinking is a must to meet the daily targets of any organization. Analytical thinking is required for logical reasoning and deduction to explain something to solve the problem.   

      Employers need those candidates who can process information analytically because they possess the ability to manage and understand the task better. In other words, candidates can break the work into manageable parts for systematic working. Recruiters prefer these prospects because they provide possible alternatives for the problems and solve them effectively and efficiently. 


    • Hiring managers need to know the aptitude of the potential candidates before allowing them to work in the company. An aptitude test evaluates the ability to perform a specific task and how applicants are likely to respond to the different situations. 

      The employment aptitude test provides insight to the hiring managers as the most accurate predictor for the role. This shows the capabilities in problem-solving, critical thinking, and attention to detail of candidates. These skills are necessary for the fast-changing work environments and to learn new skills.

    • The behavioral-based interview is conducted with the purpose through which employers evaluate potential candidates' past behavior. It helps the hire managers to select suitable candidates for their new roles as it is easier to ask questions based on their previous experience to find out that their skills can truly meet the goals. 

      Human resource managers choose to ask for a behavioral-based interview instead of speculating whether a candidate might fit in the role. These are different from the interview question as they are based on hypothetical situations related to past experiences. This approach tells the recruiters how a potential candidate would react to the problem and can assess their skill more efficiently and objectively.  


    • Cultural fit refers to how well a potential candidate can align with the organization's culture as beliefs, mission, and values. This is required whether a person can adapt to the core values based on that candidates are evaluated before considering employment.

      Human resource managers understand the value of cultural fit because this indicates that the candidates are more likely to remain in the company. Replacing the candidates can be expensive for the recruiters. Besides, it can affect the employees' productivity as job dissatisfaction, poor productivity, excessive absences, and turnover.


    • Employee assessments refer to the evaluation of the performance of the employees to improve engagement and boost productivity. Based on this compensation, promotions and terminations are decided by the human resource managers. 

      Recruiters monitor the performance of the employees by using various methods like SWOT analysis to evaluate the strengths and weaknesses of the employee. There are other ways, such as 360 feedback which includes multiple evaluations to assess the superiors and peers besides performance interviews.


    • A group interview is a step of the recruitment process where a group of hiring personnel interviews a candidate, or multiple candidates are interviewed together simultaneously.   

      The biggest benefit of a group interview to the recruiters is that it saves time and offers an opportunity to compare candidates to examine the best candidate. These are the preferred method for recruiting jobs that demand alpha-type personalities, such as sales and management roles. 


    • Knock-out questions are for those applications that don't meet the specific abilities or qualifications for the job offered by the companies. These questions are asked initially in the hiring process to weed out the applicants to save time. The basic purpose of knock-out questions is to help recruiters from wasting their time and narrow down the applicants.

      These knock-out questions are based on the industries and positions. Sometimes, being unable to meet the job's specific needs prevents certain candidates from reaching the next step. Thus, human resources develop the knock-out questions and utilize them when they find an applicant unsuitable for their requirements.


    • Mock interview refers to those interviews meant to assist potential candidates by preparing them to answer the possible interview questions before an actual interview. These practice interviews are beneficial for those who are seeking employment so that they can articulate skills, strengths, and past experiences. 

      The mock interview serves as a guide to the potential applicants by becoming familiar with their job-interview scenario. So, it introduces the verbal and non-verbal cues that hiring managers can find beneficial or damaging at the time of the interview.


    • Observation interview refers to the observation by the human resource managers of the new or existing employees. It is known as one of the best methods to analyze the effectiveness and productivity of daily tasks, which can also improve the performance of the employees. 

      Human resource managers invest their time in passive observation to assess the performance based on the skills for assessment and insight about the employees. Direct observation, continuous monitoring, unobtrusive observation, and time allocation are the ways for observation used by the hiring managers.


    • On-the-spot interviews are significant to meet the urgent vacancy of the specific position to maintain the organization's smooth functioning. So, the employer conducts an instant interview to fill the post immediately. Hiring managers opt for the walk-in or open job interviews, an unscheduled meeting with the prospects.

      Recruiters maximize the number of people screened before the next step in the interview to hunt the new employee at the earliest. Thus, Job fairs are an open opportunity for human resource managers to fill spots.


    • A panel interview is conducted by a group of two or more human resource personnel. In other words, several interviews are known as representatives from different departments within a company, hiring managers, and a member representing the human resource recruitment team interview work together to select the best applicant.  

      A panel interview is the most grueling interview as each panelist asks questions from their fields.  This meant putting stress on the prospects. The advantage of the panel interview is to conduct only one interview in place of multiple one-to-one interviews. 


    • The personality test is used to know the candidate’s traits to understand whether a candidate can fit in the organization. Hiring managers assess the personality to have more relevant insights into how candidates behave in a work context to predict their job performance in the company’s culture. 

      Well-designed and standardized assessment enables the organization to better its legal defensibility by adapting to fairer methods for the candidate comparison. Hence, a personality test eliminates the chance of putting the wrong person at the job that can cost companies enormously.


    • An unstructured interview is a non-directive interview without any set of predetermined questions. Recruiters suggest unstructured interviews to encourage open communication because the interviewee feels relaxed and might disclose relevant information.

      Human resource managers are an ideal choice when the number of applicants is low, so it is better not to follow the strict format. Also, unstructured interviews can help you know the candidates’ perspectives in a business-related stressful situation.  


  • Offer is the most important step in the hiring process; it means the position is given to the candidates to perform certain responsibilities in the organization. Human resource managers choose the best practices before offering the job to the most suitable candidates. 

    Hiring managers understand that the newly hired candidates have to serve a notice period before switching to the new job. Thus, there can be a gap after a candidate accepts the offer letter until joining the company. Here, recruiters maintain communication with the newly hired candidate to reduce the risk that the candidate might not join the organization. Therefore, communication is an important aspect of human resource managers.

    These are the essential terms for the human resource personnel because these are related to offering jobs in the hiring process.

    • A counteroffer is an alternative offer made most likely after an original offer isn’t accepted. Counteroffer acts as the reply to the initial proposal and can change the terms of the earlier offer like price. In other words, hiring managers renegotiate with a counteroffer. 

      Counteroffers can be accepted or countered again. Mainly counter-offers deal with the salary, additional company benefits, a sought-after promotion, new job title, additional responsibility, or involvement in projects.


    • The hiring period mentions the total time when the job is presented to the new hiring until the adjustment to the new position. Shifting to another company, a candidate must adjust to the new environment, work culture, and the existing employers. 

      The hiring process is tricky as sometimes there is an urgency to fill the vacancy in the organization. So hiring managers have to consider all the details like analyzing hiring time to see what works while deciding to recruit the prospective candidate.


    • Job offer is given to the candidates who have been selected in the hiring process which means the company shows interest in working with them. It contains the details of the employment offer which includes salary, benefits, job responsibilities, and the name and title of the reporting manager.  

      At this stage, hiring managers have responsibilities in the process of offering a job. Once a person is hired they should be immediately offered a job otherwise few candidates may accept a better position in another organization. Besides, recruiters have to set a deadline to accept the offer and to stay connected with the candidate till joining the organization


    • Negotiation is a kind of bargaining for the salary and benefits at the offer stage. Here, the actual worth of the suitable candidates is evaluated to give adequate remuneration. That should be justifiable to both employee and employer. Hiring managers remember these points to deal with the prospect as break-up the total package that is shared and maximum salary can be offered. 

      Human resource managers must negotiate in various ways, such as distributive, integration, and bad faith negotiations. Additionally, recruiters must consider employer brand strength, employee ratings and reviews, and candidate consideration before talks. 


    • Zero Hour Contract is an agreement between employer and employee where the employer doesn’t provide regular work to the employee. However, the employee has to be available to work besides having the opportunity to work for others. 

       Hiring managers need to hire candidates based on the zero-hour contracts when new business ventures into a market. Some industries like hospitality and catering demands fluctuate from time to time, so these need seasonal workers to meet the demands of the special events. Recruiters have to fill the unexpected absence of the employee to replace with some experienced person.


  • Hiring is the last stage in the recruitment process when the organization finally hires a person. It indicates that the best candidates selected from the pools of applicants will be accountable for the responsibilities assigned to achieve the companies' mission. Thus, the hiring process is completed after the vacancy is filled with suitable applicants considered for employment. 

    Human resource managers have to go through a long process, from searching for suitable applicants to screening and interview. This is the huge responsibility that lies on the shoulder of the hiring managers and recruiters so that organizations can meet their expected goals.

    • Cost per hire is the average sum of money used on hiring a new employee by the organization. It includes costs linked with filling a position like advertising expenses, recruiting events costs, recruitment software, and relocation express. It applies to both internal promotions and outside hiring in the firms, which vary from the company's size, seniority, and strength.

      Recruiters deal with the long process of determining the cost per hire by gathering the costs data. After this, understand all the internal charges such as sourcing, recruitment team costs, compliance costs, and office equipment which leads to external costs. External prices include background checks, pre-screening, sourcing, technological, and marketing expenses to calculate cost per hire.


    • Direct hire refers to candidates hired by the organization without any reference from a staffing agency. Staffing organizations might manage the recruitment process, but candidates must report to the hiring companies. The nature of the direct hire is permanent or long-term positions. 

      Human resource managers prefer direct hiring as necessary for a long-term commitment where loyalty to a company is a prerequisite during the selection. If a candidate is looking for a direct-hire job, they can consider recruiting and staffing agencies for the best available opportunities to save time.


    • Key performance indicators refer to quantifiable measurements that help organizations evaluate tasks related to achieving the desired goals.  Recruitment KPIs measure the recruiting performance and process to improve the return on the recruitment efforts like cultural fit and boost productivity. 

      Human resource managers need key performance indicators to develop business strategies and objectives to align with their recruiting efforts. The aim is to save business expenses by hiring the best talent who can return the efficiency and investment cost. Hiring managers focus on questions such as cost to identify and engage with qualified candidates and sources to find the right candidates for a position.


    • Placement is successfully introducing work to the selected person, followed by the orientation process. In this step, candidates are officially given the activities they are hired for. This is crucial as a new employee must establish a relationship with the employment for proper functioning and a smooth flow of communication.

      Hiring managers introduce a new employee with the team leaders and other employees already working in the company and ensure they don’t face any problems while adjusting to the new environment.


    • Onboarding is also known as organizational socialization, where newly hired employees are introduced to the new position and job requirements. This helps new employees to integrate seamlessly with the rest of the organizations. From job offers to team training to make employees feel confident and ready to face the challenges related to the position to perform their best. 

      It is the responsibility of the HR professionals such as setting expectations, building relations with existing employees to build trust. Hiring managers clearly define the roles and boundaries as they understand that initiating can be overwhelming, so the onboarding process relieves the new hires. 


    • Recruiting metrics are also known as recruitment KPIs to improve the process to hire the most suitable candidates by analyzing and monitoring the process. It is applied to existing, new, or freshers looking to work in the organization. For that, recruiters set the metrics to gain valuable insights to meet the best talent. 

      Human resource personnel follow the process of identifying candidates to attract those candidates besides interviewing and assessing those candidates. Thus, the purpose is to improve the recruiting workflow and steps. Hiring managers can measure recruiting metrics based on the retention of employees, cost of hire, and time to hire. 


    • Time to hire is the metric decided by the human resource managers to go through the hiring process from opening a particular job to a successfully hired one to fill the vacancy. 

      Recruiters use numerous techniques to improve the time to hire to lessen the hiring cost to the firms. They follow the common strategies by keeping track of all different stages in the recruiting process and time allocated to the specific steps in the process. Hiring managers believe in hiring the candidate at the earliest but focus on employing the most highly qualified candidates.  


    • A vendor management system is software that manages staffing solutions and services. This removes the complexities of the entire process of sourcing and managing contingent staff. 

      Vendor management software permits the chance to gather data related to payroll besides insightful hiring metrics. It also enables the option to start, automate and carry out transactions. Human resource personnel with this useful software can keep track of the amount the organization pays to the talented employees and avoid unnecessary expenses by monitoring the money. 


    • The yield ratio shows the percentage of candidates invited for an interview from a specific source. The yield ratio is essential for the hiring managers to calculate the effectiveness of the sourcing strategy as social media, job boards, external agencies, and referrals.  

      The yield ratio can be estimated as the number of candidates from the screening process to the last interview and final stage by the number of candidates that passed through the steps. This is applied to the whole recruiting funnel to measure the success of the selection process by estimating how many applicants are typically needed to hire one new employee.