If you can’t find potential people you want to hire within your immediate or extended circle of friends, recruiting is the next best bet. Chances are, recruiters know more about the talent pool out there than you do. So they’ll save you time and money. Different recruiters have unique approaches for finding a good hire for your company. Before you start hiring, reach out to recruiters who have experience searching far and wide and tell them about the candidate that you’re dreaming of.
Types of Recruiters
Head Hunter. A recruiter who focuses on searching for qualified personnel in senior roles by approaching those who may not be actively looking for a new job.
Niche Recruiter. Refers to a recruiter who operates solely within a specific field. They are often referred to as ‘boutique recruiters.’ Their network of potential candidates is more often deep rather than wide.
Generalist Recruiter. This is a recruiter who offers their services across multiple fields or disciplines. Their network of potential candidates is more often wider than it is deeper.
Independent Recruiter. A recruiter who works on his or her own as opposed to being employed by an agency. Independent recruiters offer their recruitment services to clients either on a contingent basis or at an hourly rate.
Types of Candidates
Purple Squirrel. This is a term some recruiters use when they are describing “the perfect candidate” to a line manager for a particular role.
Active Candidate. Refers to someone who is actively looking for a new position. They’ve registered with a recruitment agency; they have automatic feeds coming in from job boards; and they’re definitely keen to hear about new opportunities.
Passive Candidate. This is someone who is happy in his or her current role. He or she is not necessarily on the lookout for a new opportunity, but if someone were to tap them on the shoulder, he or she may be open to meet for a coffee.
Applicant Pool. Some people use the phrase ‘applicant pool’ to describe the group of candidates who have actually applied for a position. Others see it more as the pool of potential candidates available at large who are interested a role.
Job Hopper. A reference to someone who doesn’t stay at one job for a long time.
Transferrable skills. Refer to a candidate’s skills that can be utilized in a variety of industries or across a number of different jobs.
Types of Positions
Maternity Leave Cover. When an employee leaves an organization for a period of time to have a baby. In some countries their job is guaranteed to them when they get back. Maternity leave contracts vary from relatively short to several months.
Internship. This is usually an unpaid position for someone seeking to gain relevant work experience. Some internships are paid but the rate is usually lower than standard.
Executive Search. Executive recruitment usually relates to jobs where employees make more than $100,000 and are way up on the management ladder.
C-level Jobs. Based on positions such as CEO, CIO, and CTO, they are top-level management jobs of the company. They’re also called CXO or C-Suite roles.
Entry Level Job. A job that does not require experience, usually aimed at candidates straight out of college or with a few years of working experience.
Job Shadowing. When an employee or even a recruiter spends time with another employee in a position with the job opening in order to learn more about the role.
Lateral Job Transfer. An opportunity to move into another position within the organization with the same level of responsibility or pay but could be in a different department.
Returnship. This is a term for an internship specifically designed for professionals in mid-level careers looking to return after a period of time out of the workforce.
Compensation/Salary. This refers to the amount of money (not including benefits) the employee will receive in return for the work done in a specific role.
Sign-On Bonus. This refers to a lump sum offered to a candidate in addition to an annual salary. This one-time payment was originally offered to MBA candidates returning to the workforce, but the practice expanded to other levels of candidates to secure top talent at the offer stage. Companies often offer a sign-on bonus to candidates who need to relocate if they don’t offer relocation assistance.
Benefits. These are the non-cash incentives, often called ‘perks,’ that a company provides over and above the salary. For example, cars, fuel allowance, gym membership, a car spot, flexible hours, and/or catered lunch every day.
Work-life Balance. It refers to the ratio of time spent at work to time spent outside of work. Most employees hope companies will provide them with work-life balance.
OTE. On Target Earnings. Most commonly seen in sales-related positions, this is the estimated amount an employee will receive assuming they meet all their targets and qualify for all their commissions.
DOE. Depending On Experience. A reference to when a salary is dependent on the amount of experience a candidate has.
Piece Rate. This refers to when an employee is paid purely based on the amount of pieces or actual items they produce.
Comp time or Time In Lieu. Rather than paying overtime, a company may offer comp time or time in lieu, meaning an employee does not have to come in to work for the duration of the hours they have worked overtime.
Employee Assistance Program. This is a program implemented by an organization to provide benefits to its employees.
Internal Recruitment Terms
Applicant Tracking System. Refers to the software an organization might use to automate many of the processes needed to manage the recruitment process internally.
Human Resources. Typically internal staff who assist the organization in employee management. The human resources team may often engage recruiters to find appropriate candidates.
Talent Management. A program within an organization intended to grow existing talent or attract top talent.
Talent Brand. The way your company appears to talent. They could be current employees or prospective employees. It’s also referred to as the Employer Brand.
Orientation. The introduction given to a new employee to get them familiar with their job and the workplace and talk about the company’s mission and vision.
Types of Interviews
Assessment Center. One of many techniques used to select candidates for a job. These centers conduct traditional assessments such as interviews and tests and try to determine which employees have potential to succeed based on group exercises and tasks to learn about a candidate’s qualities and attributes.
Group Interview. Similar to an assessment center, it’s designed around volume hiring needs when interviews are conducted in a group rather than individually.
Prescreen/Screening Interview. An initial conversation, usually over the phone or through a video interview, that serves as a preliminary assessment to see whether a candidate passes muster and is qualified for a face-to-face interview.
Unstructured Interview. This refers to an interview where the interviewer doesn’t follow a formal list of behavioral or skill-based questions and leaves the conversation more open ended to understand the candidate as a person.
Stay Interview. A one-on-one interview conducted with a manager and a valued employee who currently works at an organization. The aim is to learn what makes the employee enjoy his or her job and what is keeping him or her at the company. It’s also designed to understand what would make a valued employee leave.
Behavioral-Based Interview. This is a way to find out how a candidate tends to behave in particular situations. Typically, it involves asking a candidate a series of questions about his or her past experiences.
Case Interview. Candidates are given a business situation or problem to review and present a solution. Their analysis and response to the case are critiqued.
Open Job Interview. A few companies are starting to adopt this method whereby any applicants interested in applying for a role can attend interviews conducted at a range of times that work for them.
Panel Interview. A candidate is interviewed by a number of people. It could include a member of the HR team, a line manager and perhaps a senior manager.
Candidate Attraction and Selection
Hidden Job Market. This is a phrase referring to available jobs that are not listed on job boards or in press ads.
KSA. This acronym refers to Knowledge, Skills and Abilities and relates to the characteristics required to perform a job correctly.
Buy Back. This is when an employee resigns but is offered more money to stay with his or her current employer. This is also referred to as a counter offer.
Offer Letter. The documentation formally confirming the offer of a job to the preferred candidate.
Insourcing. When a candidate is recruited into a new role in the organization from within the business.
Outsourcing. When a company contracts another organization to perform a function rather than employing a person internally.
Offshoring. This refers to the process of hiring talent based overseas in a country where the labor is much cheaper.
In-house. When a function is performed by an employee within the business rather than a third-party company. For instance, in-house recruitment means the organization has employed an internal recruiter rather than asking a recruitment firm or independent contract recruiter to get involved.
Talent Acquisition. An ongoing process of attracting, sourcing, recruiting and hiring the best people within an organization.
Poaching. Refers to attracting an employee to a company that’s working at a competing company.
Referral Bonus. One of the many strategies employed by organizations to reduce their recruitment spending. Current employees are offered money for referring a candidate, who then accepts a position and successfully endures a trial period.
Cover letter. The personal introduction from a candidate prefacing who they are, what they are looking for and why they think they’re the best candidate for a particular role.
Referees. Individuals, typically previous managers, who are willing to provide personal testimonials about working in a professional setting with a candidate and give a clear picture of his or her work ethics, behavior and past performance.
Gardening Leave. Sometimes, when an employee resigns they are told not to come back to the office during their notice period. They are technically still employed. But it’s often known as “being walked” as the employee is usually accompanied to their desk to collect their belongings immediately after resigning.
Severance Pay. Refers to the amount of money given to employees when they are terminated from a position.
Downsizing. When a company permanently reduces its work force, usually resulting in many layoffs because of redundancies or financial difficulties.
Redundancy. When a person is let go not because of a performance issue, but because their position is no longer required within the business. This is typically accompanied by a compensation and redundancy payment.
Exit Interview. A formal interview conducted after an employee resigns but before they leave the organization to find out the reasons for why they’re leaving and use that information to make improvements for the company’s existing employees.
Non-compete. This refers to a clause in many employment contracts where the employee agrees not to work for a competing business for a specific period of time. This is often referred to as a ‘restraint clause.’
Outplacement. A post-termination service typically offered by larger organizations designed to help those whose jobs have disappeared get a new job.