Recruitment Glossary

Application of artificial intelligence and machine learning in recruitment for candidate matching, screening, interview assessment, and process automation.

Software platform that manages the recruitment workflow, from job posting through candidate tracking, communication, and hiring decisions.

Recruitment practice where identifying information about candidates is hidden during initial screening to reduce unconscious bias in hiring decisions.

Process of filtering candidates from a larger pool to a smaller, more manageable group for detailed review and interview scheduling.

The process of identifying, locating, and engaging potential candidates for open positions through various channels and methods.

When a candidate contacts a hiring company directly, circumventing the recruitment agency that sourced them.

Non-permanent workers including contractors, temporary staff, freelancers, and gig workers, typically managed through staffing agencies or MSPs.

Removing identifying personal information from CVs to reduce hiring bias based on demographics, name, age, or nationality.

Strategic presentation and positioning of candidate qualifications, achievements, and personal brand to maximize appeal to target employers.

Technology that automatically extracts structured data from CVs (skills, experience, education) to enable searching, filtering, and candidate ranking.

GDPR principle requiring collection and processing of only the personal data strictly necessary for recruitment purposes.

Deliberate recruitment strategies focused on building diverse workforces by actively recruiting from underrepresented groups and removing barriers to inclusion.

Organization's reputation and positioning as an employer, shaping candidate attraction, application rates, and quality of recruit pool.

Employment and Staffing Network firms that supply specialized contractors and temporary staff, particularly for technical and professional roles.

Specialized recruitment for senior management and C-suite positions, typically involving targeted sourcing of passive candidates and consultative client relationships.

The General Data Protection Regulation and its specific implications for how recruitment firms collect, process, and store candidate data.

Algorithmic systems that evaluate candidate qualifications against job requirements and rank candidates by predicted fit and success probability.

Centralized vendor management solution that consolidates contingent workforce sourcing across multiple staffing agencies and suppliers.

Commission paid by employers or placed candidates to recruitment firms, typically calculated as a percentage of first-year salary.

Use of software and workflows to automatically handle routine recruitment tasks, reducing manual work and improving efficiency.

Adherence to employment law, data protection regulations, anti-discrimination rules, and industry-specific requirements governing hiring practices.

Customer Relationship Management system adapted for recruitment to build and nurture relationships with candidates over the long term.

Key performance indicators measuring recruitment efficiency, quality, and business impact including time-to-fill, cost-per-hire, and quality metrics.

GDPR and UK Data Protection Act provision allowing candidates to request deletion of their personal data, creating obligations for recruitment firms.

Outsourcing of recruitment functions—or entire recruiting departments—to specialized firms, enabling cost reduction and operational efficiency.

Search technology that understands meaning and context rather than just keyword matching, enabling more accurate candidate discovery.

Recruitment approach focused on assessing job-relevant skills and competencies rather than traditional credentials like degrees or previous job titles.

Recruitment firm specializing in identifying, vetting, and placing candidates with employers, generating revenue through placement fees or supply margins.

A dynamic pool of pre-qualified candidates at various stages of the recruitment process, ready for current or future job openings.

Recruitment efficiency metric measuring the number of days from job opening to candidate acceptance, indicating hiring speed and resource effectiveness.