Glossary: HR & Recruiting Definitions
Recruiting or recruitment involves everything from identifying, attracting, screening, shortlisting, interviewing, selecting and hiring candidates to onboarding new employees.
The entire scope of these activities is referred to as the recruitment funnel, with each step narrowing the candidate pool until one is selected to hire. Companies should aim to keep candidates engaged throughout each step by organizing candidates coming through the recruitment pipeline and keeping tabs on how many candidates are in each stage and for how long.
Depending on company size, there might be one designated recruiting manager, or various teams might collaborate. If there is a Human Resources department, typically, they are also involved to some degree in recruiting.
Most organizations recruit candidates by posting job advertisements on job boards and social media channels. Nowadays, many companies take advantage of recruiting software to multipost jobs, organize the recruitment pipeline, and automate tasks, making the entire recruitment process more effective and efficient.
Every organization has its own specific process that it sets up to find the right hire, for the right role, at the right time. Although it may vary depending on a company’s size or vertical, the recruiting process generally follows a step-by-step approach to attract as many qualified candidates as possible to receive a maximum number of applications. Generally, there are seven phases in the recruiting process, and recruiting teams can establish specific strategies that best deliver results for each step:
1. Identifying the hiring need
2. Preparing a job description
3. Attracting qualified candidates by posting job ads to job search sites
4. Filtering, screening, and shortlisting applicants
5. Interviewing selected candidates
6. Making a job offer
7. Onboarding new hires
An effective recruiting process allows SMEs to strengthen their employer brand awareness, broaden their networks, and build a large talent pool. The latter is especially important, as creating a strong talent pool can help save time and money when finding and hiring candidates for future roles.
Recruiting software helps SMEs achieve effective recruiting by streamlining workflows associated with finding and hiring candidates. The data-driven tools provide SMEs with recruitment analytics to evaluate their recruiting process and confidently identify what strategies are or are not working. Moreover, recruiting metrics help SMEs best invest and allocate recruiting budgets by providing a more accurate overview of which job advertising search sites and platforms deliver the best Return on Investment.
Talent Acquisition Software (TAS) and Applicant Tracking System (ATS) software are the two most popular kinds of HR software for data-driving recruiting strategies. JOIN is unique in that it combines the advantages of both TAS and ATS software.
Recruiting analytics is a combination of data and predictive analysis that provides real-time information that helps speed up the hiring process. By utilizing recruiting analytics, companies can turn data into actionable insights. And facilitate more effective decision-making in terms of sourcing, selecting, and hiring. In addition, recruitment reporting can help paint a clearer picture of how the recruitment process is spending its budget and determine its cost-effectiveness.
Recruiting metrics are measurable data points, such as time and money, that provide insight into the value and effectiveness of the recruiting process. Conversion rates at different steps of the funnel can also be calculated based on recruiting metrics. Companies can establish recruiting KPIs (Key Performance Indicators) and track specific metrics to understand how and where to optimize the recruiting process to reach recruiting goals. Some of the most important recruiting metrics for SMEs are:
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A recruitment funnel is a framework that defines the stages of the recruitment process from start to finish. The journey through the recruitment funnel narrows down the candidate pool until one is selected to hire.
A career site, also called a career page, is a landing page or section of an employer’s website that features job vacancies.
Shortlisting is the process of identifying candidates from the applicant pool that best meet the requirements and criteria of a job posting and who will be moved forward in the recruiting process.
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