Recruitment and Selection Terminologies:
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201 Files: A folder where all the important documents of the employee are kept in
the organization i.e. CV, application letter, Transcript of records, Diploma,
Promotions, Leaves, employment contract, performance evaluations, etc.
Job Analysis: A systematic process of gathering information about the duties,
responsibilities, and requirements of a job.
Job Description: A written statement describing the duties, responsibilities, and
qualifications required for a particular job.
Job Specification: A statement of the minimum qualifications necessary for
performing a particular job.
Recruitment: The process of attracting qualified candidates to apply for job
openings within an organization.
Selection: The process of choosing the most qualified candidate from a pool of
applicants to fill a job opening.
Screening: The initial assessment of candidates' qualifications to determine their
suitability for a job.
Interviewing: A structured conversation between a job applicant and
representatives of an organization to assess the applicant's qualifications.
Background Check: Verification of a candidate's employment history, education,
criminal record, and other relevant information.
Reference Check: Contacting individuals who can provide information about a
candidate's work performance and character.
Offer Letter: A formal document offering employment to a candidate that includes
details such as job title, salary, benefits, and start date.
Onboarding: The process of integrating new employees into an organization,
including orientation and training.
Retention: Strategies and efforts to encourage employees to stay with the
organization for a longer period.
Talent Acquisition – A strategic approach to identifying, attracting, and hiring top
talent to meet organizational needs.
Employer Branding – The process of promoting a company as an attractive place
to work to attract top talent.
Sourcing – The process of identifying and attracting potential candidates through
various channels like job portals, social media, and referrals.
Applicant Tracking System (ATS) – A software tool that helps organizations
manage and streamline the recruitment process.
Headhunting – A recruitment method focused on actively seeking out and
persuading highly skilled candidates, often for senior roles.
Internal Recruitment – The practice of filling job vacancies from within the
organization rather than hiring externally.
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External Recruitment – The process of hiring candidates from outside the
organization to fill open positions.
Passive Candidate – A professional who is not actively seeking a job but may be
open to new opportunities if approached.
Active Candidate – A job seeker who is actively looking for employment and
applying for positions.
Succession Planning – The process of identifying and developing employees to fill
key roles in the future.
Competency-Based Hiring – A recruitment approach that evaluates candidates
based on the specific skills and competencies required for the job.
Behavioral Interview – A structured interview technique that assesses a candidate’s
past behavior in specific situations to predict future performance.
Structured Interview – A standardized interview format where all candidates are
asked the same predetermined questions.
Unstructured Interview – An informal and flexible interview style where questions
vary based on the conversation.
Panel Interview – An interview where multiple interviewers assess a candidate at
the same time.
Assessment Center – A selection method that uses multiple evaluation techniques
such as tests, exercises, and group discussions to assess candidates.
Psychometric Testing – The use of standardized tests to measure a candidate’s
cognitive ability, personality, and suitability for a role.
Job Fit – The degree to which a candidate’s skills, experience, and personality align
with the job requirements.
Culture Fit – The extent to which a candidate’s values and behavior align with the
company’s culture and work environment.
Turnover Rate – The percentage of employees leaving an organization within a
specific time period, affecting hiring and retention strategies.
Negligent Hiring – A legal concept where an employer is held liable for hiring an
employee who causes harm due to inadequate background screening.
Compensation Package – The total rewards offered to employees, including salary,
benefits, bonuses, and other incentives.
Equal Employment Opportunity (EEO) – The principle that ensures fair hiring
practices and prohibits discrimination in recruitment and employment.
Diversity Hiring – A recruitment strategy aimed at attracting and hiring candidates
from diverse backgrounds to promote workplace inclusion.
Recruitment Metrics – Key performance indicators (KPIs) used to measure the
effectiveness of the recruitment process (e.g., time-to-hire, cost-per-hire).
Booster Hire – Hiring an individual with strong leadership or technical skills to
uplift a team’s performance and morale.
Counteroffer – A revised job offer made by a current employer to persuade an
employee to stay after receiving an offer from another company.
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Pre-Employment Screening – A process that includes verifying a candidate’s
background, conducting drug tests, and assessing physical or mental fitness for a
job.