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Payroll Outsourcing

Talent Acquisition

Statutory Compliance

PEO / EOR Services

AI in HR

HR Implementation

HR Training

A  B  C  D  E  F  G  H  I  J  K  L  M  N  O  P  Q  R  S  T  U  V  W  X  Y  Z

A

Applicant Tracking System (ATS)

Software that automates the hiring process by managing job postings, applications, and candidate information.

Active Sourcing

Proactively searching for potential candidates through various channels before they apply for a job.

Assessment Centers

A structured process where candidates are assessed using various tools and exercises to evaluate their suitability for a role.

Applicant Pool

The group of candidates who have applied for a specific job opening.

Artificial Intelligence (AI)

Technology used in recruitment to automate and enhance processes such as resume screening and candidate matching.

Attachment of Wages

A legal process whereby a court orders the withholding of an employee’s earnings to satisfy a debt or obligation. This process ensures that a portion of the employee’s salary is directed towards paying off the creditor.

B

Background Check

The process of verifying the accuracy of a candidate’s employment history, education, and other credentials.

Behavioral Interviewing

An interviewing technique that assesses a candidate’s past behavior in specific situations to predict future performance.

Boolean Search

A search method using specific operators (AND, OR, NOT) to refine and improve search results for candidate sourcing.

Blind Hiring

A practice that removes personally identifiable information from resumes to eliminate bias in the hiring process.

C

Candidate Experience

The perception and feelings of a job seeker about an organization’s recruiting process.

Contingent Workforce

A labor pool consisting of freelancers, contractors, and temporary workers.

Candidate Relationship Management (CRM)

Software that helps recruiters manage and maintain relationships with potential candidates.

Cultural Fit

The alignment between a candidate’s values, beliefs, and behaviors and those of the hiring organization.

Competency-Based Interviewing

Interviewing method focused on assessing specific skills and competencies required for the role.

D

Diversity Recruitment

Strategies and practices aimed at attracting a diverse pool of candidates from different backgrounds.

Data-Driven Recruiting

Using data and analytics to inform and improve the recruitment process.

Direct Sourcing

Identifying and reaching out to potential candidates directly rather than through job postings or agencies.

Digital Interviewing

Conducting interviews using video conferencing tools rather than in-person meetings.

Due Diligence

The thorough evaluation of a candidate’s background, qualifications, and fit for a role.

E

Employer Branding

Creating and promoting a strong company image to attract and retain top talent.

Employee Value Proposition (EVP)

The unique set of benefits and rewards that an organization offers to its employees.

Executive Search

A specialized recruitment service for hiring senior-level executives and leaders.

F

Full-Cycle Recruiting

The end-to-end process of talent acquisition, from job posting to onboarding.

Functional Fit

The alignment between a candidate’s skills and the specific requirements of the job role.

Freelance Recruiting

Hiring independent contractors for specific projects or tasks.

Fit Interview

An interview designed to assess how well a candidate will integrate with the company’s culture and team.

Form 16

An Indian tax form issued by employers to their employees. It provides details of the salary paid and the taxes deducted at source (TDS) during the financial year.

Flexible Benefit Plan (FBP)

An arrangement that allows employees to receive a portion of their salary in the form of reimbursements for eligible expenses, such as medical expenses, transport, and meal allowances. This is done to optimize the tax benefits for the employee.

G

Gig Economy

A labor market characterized by the prevalence of short-term contracts or freelance work.

Growth Mindset

The belief that abilities and intelligence can be developed through dedication and hard work, often sought in candidates.

Graduate Recruitment

The process of attracting and hiring recent graduates from universities and colleges.

H

Hiring Funnel

The stages of the recruitment process, from initial contact to final offer.

Headcount Planning

The process of determining the number of employees needed to meet business goals.

Headhunting

The practice of actively seeking out and recruiting highly qualified candidates, often for senior positions.

I

Interview Scorecard

A standardized tool used to evaluate and compare candidates during interviews.

Inclusion

Creating an environment where all employees feel valued and included, regardless of their background.

Internal Mobility

The movement of employees within an organization to different roles or departments.

Inbound Recruiting

Attracting candidates to apply for jobs through employer branding and content marketing efforts.

J

Job Analysis

The process of studying a job to determine its duties, responsibilities, and requirements.

Job Description

A document outlining the responsibilities, requirements, and qualifications for a specific role.

Job Posting

An advertisement for an open position, typically published on job boards and company websites.

Job Shadowing

A recruitment technique where potential candidates observe employees to learn about the role and company.

Job Fair

An event where employers and job seekers meet to discuss employment opportunities.

K

Key Performance Indicators (KPIs)

Metrics used to evaluate the effectiveness of the recruitment process.

Knowledge-Based Hiring

Recruiting candidates based on their expertise and knowledge in a specific field.

Knockout Questions

Screening questions used to quickly disqualify candidates who do not meet basic job requirements.

Keyword Search

Using specific words and phrases to search for candidates in resume databases and job boards.

Killer Questions

Critical questions asked early in the recruitment process to determine if a candidate is a good fit.

L

Labor Market

The supply and demand for labor, where employers seek to hire and workers look for jobs.

Leadership Development

Programs and initiatives aimed at developing employees’ leadership skills and potential.

Longlisting

Creating an initial list of potential candidates who meet the basic job criteria.

Lateral Hiring

Recruiting candidates who are currently at the same level or position as the job opening.

LinkedIn Recruiting

Using LinkedIn to source, connect with, and recruit potential candidates.

M

Metrics

Quantitative measures used to assess the effectiveness of the talent acquisition process.

Mobile Recruiting

Using mobile technology to attract and engage candidates.

Multi-Channel Sourcing

Using various channels, such as job boards, social media, and employee referrals, to find candidates.

Mass Hiring

Recruiting a large number of employees in a short period to meet business needs.

Mentorship Programs

Initiatives where experienced employees guide and support the development of new hires.

Mediclaim Policy

A health insurance policy that provides coverage for medical expenses incurred by the insured. It allows individuals to claim reimbursement or cashless treatment for hospitalizations, surgeries, and other medical expenses.

N

Networking

Building and maintaining professional relationships to discover and attract potential candidates.

Negotiation

The process of discussing and agreeing on the terms of employment between the employer and candidate.

Non-Traditional Hiring

Recruiting candidates from non-traditional backgrounds or career paths.

New Hire Orientation

The process of introducing new employees to the organization, its culture, and their roles.

O

Offer Letter

A formal document extending a job offer to a candidate.

Onboarding

The process of integrating new employees into the organization and providing them with the necessary tools and information.

Outplacement Services

Support services provided to employees who are leaving the organization, often due to layoffs.

Open Positions

Job openings that the company is actively seeking to fill.

Outsourcing

Hiring external agencies or consultants to manage the recruitment process.

P

Passive Candidates

Individuals who are not actively seeking a new job but may be interested if the right opportunity comes along.

Pre-Employment Screening

The process of verifying a candidate’s background and qualifications before making a hiring decision.

Pipeline Development

Building a pool of potential candidates for current and future job openings.

Panel Interview

An interview conducted by a group of interviewers to assess a candidate.

Q

Qualification Check

Verifying a candidate’s educational and professional credentials.

Quality of Hire

A metric used to assess the value a new hire brings to the organization.

Quantitative Assessment

Evaluating candidates using numerical and statistical data.

Questionnaire

A set of questions used to gather information from candidates during the application process.

R

Recruitment Marketing

Strategies and tactics used to attract and engage potential candidates.

Reference Check

Contacting a candidate’s previous employers or colleagues to verify their qualifications and performance.

Retention Rate

The percentage of employees who remain with the company over a specified period.

Recruitment Process Outsourcing (RPO)

Hiring an external provider to manage the recruitment process.

Resume Screening

The process of reviewing resumes to identify qualified candidates for a job opening.

S

Sourcing

Identifying and attracting potential candidates for job openings.

Succession Planning

Preparing for future leadership needs by identifying and developing internal talent.

Structured Interview

An interview process where each candidate is asked the same set of predefined questions to ensure consistency and fairness.

Social Recruiting

Using social media platforms to identify, attract, and engage potential candidates.

Skills Gap Analysis

Identifying the difference between the skills required for a job and the skills possessed by the candidates.

Screening Interview

An initial interview to determine if a candidate meets the basic qualifications for a job.

Sourcing Strategy

The plan and methods used to identify and attract potential candidates for job openings.

Shared Services

A model for delivering corporate support in which a company consolidates its administrative functions in a single unit, which services multiple business units.

Service-Level Agreement (SLA)

A contract between a service provider and a customer that specifies the service to be provided and the expected level of performance.

T

Talent Pool

A database of potential candidates who are qualified for future job openings.

Talent Pipeline

A group of candidates who are in various stages of the recruitment process.

Talent Mapping

Identifying and tracking the skills and capabilities of current and potential employees.

Technical Interview

An interview focused on assessing a candidate’s technical skills and knowledge related to the job.

Talent Analytics

Using data and analytics to improve the effectiveness of the talent acquisition process.

U

University Recruiting

The process of attracting and hiring recent graduates from universities and colleges.

Upskilling

Training current employees to develop new skills that align with changing job requirements.

Underrepresented Groups

Focused recruitment efforts to attract candidates from groups that are underrepresented in the workforce.

Utilization Rate

The percentage of time that employees or resources are actively working on productive tasks.

User Experience (UX)

Ensuring that the application and recruitment process is user-friendly and provides a positive experience for candidates.

V

Video Interviewing

Conducting interviews using video conferencing tools to assess candidates remotely.

Virtual Career Fair

An online event where employers and job seekers interact in a virtual environment.

Value Proposition

The unique benefits and opportunities that an organization offers to its employees to attract top talent.

Volume Hiring

Recruiting a large number of employees in a short period to meet business needs.

Verification of Employment (VOE)

The process of confirming a candidate’s employment history and status.

W

Workforce Planning

The process of forecasting and planning for future staffing needs.

Work Sample Test

A test where candidates complete job-related tasks to demonstrate their skills and abilities.

Workflow Automation

Using technology to automate repetitive tasks in the recruitment process.

Written Assessment

An evaluation of a candidate’s skills and knowledge through written tests or assignments.

Work-Life Balance

Ensuring that employees have a healthy balance between work and personal life, which can be an attractive feature for potential hires.

Wage Administration

The process of managing employee wages, including setting wage levels, ensuring compliance with wage laws, and handling wage adjustments.

Y

Yield Ratio

A metric used to evaluate the effectiveness of different recruitment sources by comparing the number of applicants to the number of hires.

Yearly Hiring Plan

A strategic plan outlining the hiring needs and goals for the year.

Youth Employment Programs

Initiatives aimed at recruiting and developing young talent, often in partnership with educational institutions.

YTD Metrics

Year-to-date metrics used to track and evaluate the progress and success of recruitment efforts.

Young Professionals Network

Groups or associations that focus on the development and networking of early-career professionals.

Z

Zero-Based Hiring

A method of justifying each new hire based on current needs rather than relying on historical hiring patterns.

Zoning Regulations

Local laws that may impact where businesses can operate and thus affect talent acquisition strategies.

Zoom Interviews

Conducting interviews using Zoom or similar video conferencing tools.

Zero-Tolerance Policy

A policy that strictly enforces rules and standards in the workplace, impacting the recruitment of candidates who meet these standards.

Z-Score

A statistical measure used to compare a candidate’s assessment results to a standard normal distribution.