|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 is the process of onboarding a new hire in the company without any in-person interaction using digital onboarding platforms and tools.
|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 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 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 is the process of utilizing various marketing techniques and strategies to attract and engage top talent within an organization.
|A video interview is an interview that is conducted remotely using virtual platforms as the connection medium.
|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 is a recruitment method in which an organization hires an external recruitment agency or recruiters to find candidates for their open positions.
|Digital recruitment is the process of attracting, sourcing, evaluating, hiring, and retaining candidates for open positions using digital platforms and technologies.
|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 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 is the practice of using Artificial Intelligence algorithms and technologies to enhance the recruitment process.
|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 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.