| Glossary Term | Definition |
| Contract recruitment | Contract recruitment is the process of hiring independent workers for a limited period of time, as defined in the contract. The employer has no obligation towards the employee once the predefined duration in the contract is over and vice versa. |
| Talent acquisition partner | A talent acquisition partner is a strategic role in a company that helps attract, find, and hire new talent to fulfill the organization’s staffing needs and create long-term recruitment strategies. |
| Virtual onboarding | Virtual onboarding is the process of onboarding a new hire in the company without any in-person interaction using digital onboarding platforms and tools. |
| Job screening | Job screening is the process of evaluating a candidate during the initial stage of the hiring process to determine whether they qualify for the role or not. |
| Targeted recruitment | Targeted recruitment is a focused hiring approach where organizations attract and hire candidates who meet specific criteria or fall into a certain category. |
| Talent acquisition coordinator | A talent acquisition coordinator is a professional who supports the talent acquisition process in an organization by performing certain activities. It is a vital role within a company’s HR and recruitment functions. |
| Talent acquisition | Talent acquisition is a term used to describe strategic processes and tactics used to attract, identify, hire, and retain the right talent in an organization. |
| Recruitment marketing | Recruitment marketing is the process of utilizing various marketing techniques and strategies to attract and engage top talent within an organization. |
| Video interview | A video interview is an interview that is conducted remotely using virtual platforms as the connection medium. |
| Recruitment | Recruitment is the process of attracting, sourcing, identifying, assessing, interviewing, hiring, and retaining potential employees for an organization’s long-term recruitment and business goals |
| Contingency recruitment | Contingency recruitment is a recruitment method in which an organization hires an external recruitment agency or recruiters to find candidates for their open positions. |
| Digital recruitment | Digital recruitment is the process of attracting, sourcing, evaluating, hiring, and retaining candidates for open positions using digital platforms and technologies. |
| Recruitment Consultant | A recruitment consultant is a professional who advises and assists clients in sourcing and selecting the best talent for open job positions. A recruitment consultant helps organizations create the most effective and suitable recruitment processes. |
| Agile recruiting | Agile recruiting is the process of implementing agile methodologies (used in software development) in the recruitment processes and strategies. |
| Applicant tracking system | ATS, short for Applicant Tracking System, is a computer software application used by companies to streamline and manage the hiring process by collecting, tracking, and sorting candidate information. |
| Interview as a service | Interview as a service is the process of outsourcing the interview procedure to a third party by an organization. |
| AI-based hiring | AI-based hiring is the practice of using Artificial Intelligence algorithms and technologies to enhance the recruitment process. |
| Hiring velocity | Hiring velocity is the speed of hiring for a specific job role in an organization. It measures the amount of time it takes to fill a position after posting the job description. Hiring velocity also determines the average time it takes for a candidate to go from one hiring step to another. |
| Candidate engagement | Candidate engagement is the interaction and communication a candidate receives during the hiring process. Candidate engagement also includes the candidate’s experience throughout the entire hiring process. |
| AI recruitment software | AI recruitment software is a technology solution that utilizes artificial intelligence and machine learning to enhance and automate multiple tasks in a recruitment process. |
| TAT (Turn Around Time ) In Hiring | TAT (Turnaround Time) in hiring measures the duration from job requisition creation to candidate onboarding, gauging recruitment process efficiency. |
| Talent Management Software (TMS) | Talent Management Software (TMS) is a set of integrated tools and applications designed to streamline and enhance various aspects of talent management within an organization. |
| Outbound Recruiting | Outbound recruiting in the realm of Information Technology (IT) is a proactive approach that companies employ to actively seek out and engage potential candidates for their open positions. |
| Inbound Recruiting | Recruiting in the realm of Information Technology has evolved significantly, with a shift towards embracing inbound methodologies. |
| Recruiting funnel | The recruiting funnel is a structured approach used by organizations to attract, engage, and hire top talent. Similar to a sales funnel, it represents the stages a candidate goes through from initial contact with a company to becoming a new hire. |
| On-Demand Video Interview | Revolutionizing the hiring landscape, on-demand video interviews offer a flexible, time-saving solution for both recruiters and candidates. |
| Talent Sourcing | In today’s competitive job market, finding qualified candidates can be a daunting task. This is where talent sourcing steps in, playing a crucial role in building a strong talent pipeline for your business. |
