In the fast-paced world of recruitment, understanding essential key terms is pivotal. Our guide, an extension of our Recruitment Technology Glossary, aims to demystify the top 10 essential terms in recruitment and recruitment technology. We'll explore what these terms mean in a general context and delve into how they are applied in practice.
1. Applicant Tracking System (ATS)
An Applicant Tracking System (ATS) is a software application that automates the hiring process. A top-tier ATS helps organisations and businesses manage job postings, review CVs, track candidate progress, onboard candidates and so much more.
The Jobtrain ATS and JTGO ATS streamline and enhance these processes with user-friendly interfaces, simplifying job posting, candidate tracking, assessment, onboarding and more. Candidate experience is enriched through branded candidate portals and integrations with leading job boards for a wider reach.
2. Job-board multi-posting and marketplace
Job-board multi-posting involves simultaneous job advert postings across multiple boards. Most applicant tracking systems have this feature whereby jobs are advertised simultaneously to job boards that you have pre-arranged contracts with.
If you're considering advertising options in your ATS, check if they offer a job advertising facility like our Job Board Marketplace. It simplifies the job posting process by recommending the most effective job boards based on the job advert details, without the need for complicated (and expensive!) contracts with job boards.
3. Diversity recruiting: promoting inclusivity in hiring
Diversity recruiting is an inclusive approach to hiring that ensures all candidates, regardless of their background, have an equal opportunity to showcase their skills and qualifications. It is a merit-based process that aims to find the best candidate for the job while eliminating biases and barriers.
Unbiased screening methods are often supported by features such as anonymous and panel shortlisting, which are available in an ATS. These features not only guarantee fair screening methods but also ensure that the recruitment process is accessible to all candidates by incorporating accessibility features like an accessibility toolbar on the candidate-facing website. Additionally, using reporting data helps to keep the process on track and maintain transparency.
4. Employer Value Proposition (EVP)
EVP, or Employer Value Proposition, is the secret sauce that sets an organisation apart from the rest. It encompasses the unique benefits and values that an organisation offers to its employees, making it a critical factor in attracting and retaining top talent. A well-managed EVP not only helps organisations attract candidates to apply for jobs, but it also serves as a guiding light for candidates to assess if the organisation, job and culture align with their own values and goals. By focusing on EVP, organisations can improve their retention rates and create a harmonious work environment that keeps employees happy and engaged.
From content on your career website, job adverts and social media posts to how hiring managers treat and manage prospective candidates - EVP can be managed in many different ways. Want to learn more about how to enhance your EVP? Check out our blog and webinar for some inspiring ideas.
5. Assessment
Assessment is a cornerstone in recruitment and refers to the various methods used to evaluate the skills, abilities and suitability of candidates. This can include psychometric tests, skills assessments and structured interviews, including diverse shortlisting forms and stages.
It can also include the different types of shortlisting forms and stages. Shortlisting can include killer questions, scored questions, panel shortlisting and anonymous (blind) shortlisting.
In our ATS we incorporate a range of assessment tools, from the shortlisting stages described above to online psychometric testing and customisable application forms. This allows for a more nuanced evaluation of candidates, ensuring a good fit for the role and company culture.
6. Talent pools
Talent pools serve as a valuable and strategic resource for organisations. They consist of a database of potential candidate profiles who have shown interest in exploring opportunities or perhaps didn't quite make the cut for a job they previously applied for, but still hold potential value for future roles.
At Jobtrain, we've taken the concept of talent pools a step further. Smart Search & Match is an innovative tool that goes beyond traditional keyword searches in CVs. Instead, it understands the meanings of words, terms and phrases, offering a more accurate and efficient way to identify candidates whose skills align with your job requirements. This approach not only streamlines the recruitment process but also ensures a better match between job roles and candidate capabilities.
7. Onboarding
Onboarding is a critical phase in the recruitment process of hiring a new employee through a series of processes. These processes often include offer letters, contract signing, health questionnaires, policy acceptance and orientation material or completing training prior to employment or during the induction period.
Sometimes referred to as pre-boarding, we've recognised the importance of Onboarding here at Jobtrain and developed what our clients refer to as an “onboarding powerhouse.”
8. Compliance
Compliance in recruitment not only encompasses non-discrimination policies, GDPR and data protection laws, and labour regulations, but also extends to the onboarding stage with tasks such as contract signing and compliance checks like DBS and Right-to-Work checks. These crucial steps ensure that all hiring practices are fair, legal and in line with industry standards.
If you're currently managing much of this manually, then look for an ATS that supports all your compliance needs. From Onboarding, DBS and Right-to-Work checks through to ensuring that you're meeting GDPR regulations - find a system that has this covered.
9. Data-driven recruitment
Data-driven recruitment is the process of using solid data and analytics to inform and improve the recruitment process. This approach involves analysing various metrics, such as time-to-hire, cost-per-hire and source of hire, to make evidence-based decisions. It helps organisations optimise their recruitment strategies, ensuring they attract the right talent efficiently and effectively.
Our own particular focus on data-driven recruitment encompasses a range of bespoke hiring and training solutions tailored to the needs of HR and recruitment professionals as well as Hiring Managers. We recognise the importance of having access to specific reports at various stages of the recruitment process. Whether it's understanding where candidates are applying from or determining the average time to hire, our ATS is designed to provide these insights - it's all available to drill down and learn from.
Talent Intelligence also offers valuable insights and perspectives. Our dedicated team of Talent Intelligence experts provide consultations to thoroughly analyse and delve into recruitment data, whilst wearing their HR and recruitment hats.
10. Artificial Intelligence (AI) in recruitment
Artificial Intelligence (AI) in recruitment refers to the use of machine learning and other AI technologies to automate and improve various aspects of the hiring process. This can include automated talent searches, parsing and analysing large volumes of resumes, automating communication with candidates and providing predictive insights about applicants.
Conclusion
Navigating modern recruitment's complexities requires understanding these key terms. Our glossary aims to provide clarity and insight into the evolving landscape of recruitment technology, aiding professionals in informed hiring decisions.