Opaido · Wiki · Topic
Recruiting
Talent acquisition from vacancy to offer - sourcing, screening, interviewing, assessment and hiring metrics.
Applicant tracking system An applicant tracking system (ATS) is software that manages candidates as they move through the hiring pipeline, from application to offer.Assessment centre An assessment centre is a multi-exercise selection event evaluating several candidates against the same competencies through a mix of tasks and observations.Background check A background check verifies a candidate's history - references, qualifications, criminal record and credit - before a hire is finalised.Candidate A candidate is a person being considered for a role, from the moment they apply or are sourced until a hiring decision is made.Candidate experience Candidate experience is a candidate's overall perception of the hiring process, from application through to the final outcome.Competency-based interview A competency-based interview (CBI) probes a candidate's past behaviour in specific situations as evidence of how they are likely to perform in future.Cost per hire Cost per hire is the total recruiting spend for a period divided by the number of hires made, a core efficiency metric for recruiting.Counter-offer A counter-offer is a revised set of terms put forward in response to a job offer, or by a current employer trying to retain someone who has resigned.Curriculum vitae A curriculum vitae (CV) is a candidate's written summary of their experience, qualifications and skills, submitted with a job application.Employee referral An employee referral is a candidate recommended by an existing employee, often incentivised with a referral bonus if the candidate is hired.Employer branding Employer branding is how an organisation presents itself as a place to work, shaping how attractive it is to prospective candidates.Headhunting Headhunting is directly approaching specific, often passive, senior candidates for a role rather than waiting for them to apply.Interview An interview is a structured conversation assessing whether a candidate is a fit for a role, usually run over one or more rounds.Job advert A job advert is the published notice inviting applications for a vacancy, written from the job description and job specification.Job offer A job offer is the formal proposal of employment a candidate can accept, which becomes binding once accepted and triggers onboarding.Job requisition A job requisition is the internal approval that authorises recruiting to begin filling a specific vacancy.Psychometric test A psychometric test is a standardised assessment of ability or personality, regulated in South Africa under the HPCSA and the Employment Equity Act.Quality of hire Quality of hire measures how well new hires actually perform and stay, balancing the speed and cost metrics recruiting otherwise optimises for.Recruitment Recruitment is the end-to-end process of attracting and selecting people to fill roles - the umbrella over the rest of this category.Recruitment funnel The recruitment funnel is the narrowing sequence of stages from applicants down to hires, used to spot where candidates drop off.Screening Screening is filtering applications down to the candidates worth interviewing, based on the job specification and CV review.Sourcing Sourcing is proactively finding potential candidates for a role before they have applied, rather than waiting for inbound applications.Talent pool A talent pool is a group of pre-identified candidates kept warm for current or future vacancies, reducing the time needed to fill a role from scratch.Time to hire Time to hire is the elapsed time from a vacancy opening to a candidate accepting an offer, a core efficiency metric for recruiting.Vacancy A vacancy is a role the business needs to fill, whether newly created or left open by a departure.
