4.11 Key Terms

Applicant Pool: A group of individuals who have applied for a particular job opening and are considered for selection. 4.1

Campus Recruiting: The process of recruiting recent graduates or students from colleges and universities for entry-level positions. 4.8

Competitive Advantage: An organization’s unique advantage over its competitors, often through a highly talented and motivated workforce.4.11

Corporate Recruiter: An in-house recruiter who focuses on filling positions within their company, often through networking and social media.4.8

Employee Referrals: A recruitment strategy where current employees recommend qualified candidates from their network for open positions.4.8

Employment Equity: Programs and policies aimed at promoting equal opportunities and diversity in the workplace by addressing imbalances in employment. 4.11

Executive Search Firm: A specialized recruitment agency focused on filling high-level executive positions, often charging a percentage of the first-year salary.4.8

Forecasting: Predicting future hiring needs and labour market trends to align recruitment efforts with organizational goals. 4.1

Gap Analysis: The process of comparing the current workforce with future needs to identify gaps in skills, experience, or number of employees.4.2

Human Resource Planning: The process of systematically forecasting an organization’s future demand for and supply of employees and ensuring the right number of employees with the right skills are available when needed. 4.2

Internal Candidates are people who are already working for the company. 4.6

Person-Organization Fit: The degree to which an individual’s values, personality, and goals align with the culture and values of the organization.4.10

Professional Associations: Organizations that represent the interests of professionals in a specific industry, often providing job boards and career resources. 4.8

Realistic Job Preview: Providing potential candidates with a balanced view of a job’s positive aspects and challenges to help them make informed decisions. 4.9

Recruitment: Identifying, attracting, interviewing, selecting, hiring, and onboarding employees. 4.1

Recruitment Methods: Various strategies and techniques are used to attract and select job candidates, such as job postings, social media, campus recruiting, etc.4.4

Recruitment Pipeline: A continuous process of attracting, screening, and nurturing potential job candidates to ensure a steady supply of qualified applicants. 4.5

Recruitment Plan: A detailed strategy outlining how an organization will attract and hire the best candidates for open positions. 4.4

Strategic HR Plan: A plan that outlines the steps an organization will take to ensure it has the necessary human resources to achieve its strategic goals. 4.2

Supply and Demand: The balance between the number of available job candidates (supply) and the number of job openings (demand). 4.1

Temporary Recruitment (staffing firm) is a business that supplies you with qualified candidates who will work on short-term contracts. 4.8

Trend Analysis: A method of predicting future staffing needs by examining historical employment data and business variables.4.2

Yield Ratio: A performance metric that indicates the percentage of candidates from a specific recruitment source that proceed to the next stage of the selection process. 4.5