A glossary of recruitment marketing terminology

Candidate experience is all about the vibes that job seekers get from your company during the recruitment process. From the first time they hear about your job opening or explore your career site to the moment they sign their contract (or don’t), every interaction counts. That’s why a positive talent experience is the key to attracting and hiring top talent. So, give your candidates the VIP treatment and watch the magic happen!

Candidate engagement measures how well an organization communicates with and connects to potential candidates, which is crucial to the success of your recruitment efforts. By keeping communication lines open, sending relevant content, and conveying your authentic workplace culture, you’ll attract top-quality applicants and improve the candidate experience.

Candidate attraction is how you get job seekers to flock to your company like birds to a birdhouse. It’s all about creating a positive and compelling candidate experience through employer branding, a top-notch career site, social media recruiting, and engaging with candidates. By implementing these strategies, you’ll position your company as an employer of choice and have better chances of hiring the best talent.

Candidate nurturing is the art of building lasting relationships with potential job candidates. By offering personalized content, regular updates, and guidance throughout the job search process, you’ll keep them interested in your organization, even if they’re not ready to apply just yet. The goal is to create a strong talent pipeline and increase your chances of hiring top talent in the future.

A candidate profile is a detailed summary of of a job seeker’s skills, experiences, and preferences that can help organizations find the perfect match for their open positions. By maintaining and updating candidate profiles, you’ll have all the information you need to engage talent with relevant content and provide an amazing candidate experience.

Candidate segmentation involves grouping job candidates based on shared characteristics such as their skills, experience, location, and job preferences. This approach helps organizations to better organize and manage their talent pool and customize their recruitment efforts to specific candidate groups. By segmenting candidates, organizations can attract and hire top talent more efficiently and provide a more personalized candidate experience.

A career website should provide job seekers with all the details about working at a particular company. It is separate from your corporate website and designed specifically for job seekers to learn about open positions, the company culture and values, and how to apply for jobs (or join your talent community). A career site also offers useful resources such as job search tools, employee testimonials, and information about employee benefits and perks.

Company culture is like a company’s personality. It’s made up of the beliefs, values, and behaviors that define how an organization operates. Company culture can have a big impact on how happy and productive employees are, as well as how prospective candidates and job seekers see the company from the outside. A positive and inclusive company culture is key to attracting and keeping top talent and achieving business success.

To make diversity recruiting a reality, organizations can target specific groups and implement inclusive recruitment practices, such as unbiased hiring and diverse recruitment sources. Diversity recruiting is all about finding amazing talent from a range of different backgrounds and experiences. By actively seeking out job candidates from diverse groups, organizations can create a more inclusive and vibrant workplace, with a variety of perspectives and ideas. This helps to spark innovation, improve decision-making, and better meet the needs of customers.

Looking to spot rising stars? Early talent recruitment involves hiring young or inexperienced candidates with the potential to become top talent in the future. It’s like planting a seed and watching it grow into a flourishing tree! By recruiting students, graduates, and offering internships and apprenticeships, organizations can develop a strong talent pipeline and find their next generation of leaders.

Employee generated video is like having your own team of in-house movie producers who create videos that show off what it’s really like to work at your organization. These videos can range from fun and quirky to informative and inspiring, and they provide an authentic look at your company culture and the people who make it great. By tapping into the creativity and passion of your employees, you can create video content that helps you stand out from the crowd and attract the best talent to your team.

Employee testimonial videos are like a sneak peek into what it’s like to work at a company! They’re videos that show real employees talking about their experiences and what they love about their job. These videos can help job candidates get a better sense of the company culture, values, and working environment. By featuring a diverse range of employees in these videos, organizations can show that they value inclusion and diversity.

An employee value proposition (EVP) is basically the special sauce that makes a company a great place to work. It’s a unique set of benefits and experiences that an organization offers its employees to make them feel happy, engaged, and appreciated. This can include things like opportunities for career growth, awesome company culture, competitive pay and benefits, and a supportive and inclusive work environment. The EVP is super important because it helps companies attract and keep top talent, and it also sets them apart from other companies.

Employer brand content is like a vibrant, fun billboard that an organization uses to attract job candidates. It can come in all shapes and sizes, from blogs and videos to quizzes and surveys, and be served on career sites, CRM platforms, and social media channels. By showcasing an organization’s unique culture, values, and opportunities, employer brand content can help to engage and excite job candidates. This can give organizations a competitive edge in attracting and retaining top talent.

Employer branding is the process of creating a vibe that makes people want to come work for you. By highlighting your unique benefits and perks, and showcasing what makes your company culture so awesome, you can attract the best and brightest talent out there. Building a strong employer brand can also help keep your current employees happy and engaged, while boosting your company’s overall reputation.

Great news, you’re growing! High volume hiring refers to when you need to quickly hire a large number of new team members because your organization is expanding or undertaking a new project. Although it can be challenging to manage a high volume of job applications, resumes, and interviews, you can successfully handle this by implementing specialized recruiting software and processes.

HR technology refers to the use of technology to support and improve HR functions and processes. This can include a wide range of tools and systems, such as ATSs, CRMs, HRIS, and performance management software. HR technology can help organizations to automate and streamline HR processes, improve efficiency and productivity, and provide a better employee experience.

Let’s make sure everyone’s invited to the job party! An inclusive recruitment process is all about giving every candidate a fair shot. By creating a diverse pool of applicants, you’ll be able to pick the best people for the job. Some inclusive recruitment strategies include using different recruiting sources, fair evaluation criteria, and providing accommodations for candidates with disabilities. Let’s make sure everyone gets a chance to shine!

A military skills translator helps veterans turn their military experience into job opportunities. With its guidance, job seekers are able to better identify and highlight jobs that align with the skills they’ve gained during service. With the help of military skills translators, organizations benefit from the amazing talent that military veterans bring to the table. They help make the transition from military to civilian easier.

Mobile recruiting is the practice of using mobile devices and platforms to reach and engage job seekers. This can include activities such as using mobile-optimized careers websites and engaging candidates with SMS messaging. The goal of mobile recruiting is to provide job candidates with a convenient and user-friendly way to learn about job opportunities, regardless of where they are. By using mobile recruiting tactics, organizations can improve their ability to reach and engage a wider range of qualified candidates.

Omni channel recruitment is like a choose-your-own-adventure for job seekers! With this approach, organizations use all kinds of channels to reach and engage potential candidates. Whether it’s through social media, job postings, career sites, or networking, omni channel recruitment creates a seamless experience for candidates to learn about and apply for jobs. By giving candidates a variety of options to connect with your organization, you’ll have a better chance of finding and hiring the perfect fit for your team.

Have you heard about people first companies? They’re all about putting their employees first, and making sure they’re happy, healthy, and growing. People first companies know that when their employees thrive, so does the business. That’s why they create an awesome work environment that values everyone’s contributions and provides opportunities for personal and professional development. In a people first company, everyone is treated equitably, and that’s what makes it a great place to work!

People teams, also known as human resources (HR) teams, are the cool squad that handles everything people-related in an organization. From finding the perfect fit for the job to making sure everyone’s happy and feeling valued, they’ve got it all under control. They’re also responsible for managing employee relations, benefits, and making sure everything is legal and compliant. In some organizations, the HR team may be known as the talent, people, or human capital team.

Personalized job recommendations involve job matchmaking to suggest job opportunities tailored to a job seeker’s unique skills and experiences. Recommendations can be generated by an algorithm or automated system that looks at a candidate’s profile data and matches it to available job opportunities within an organization. Personalized job recommendations are a great way for recruiters to engage job seekers and provide them with relevant information about opportunities that are a good match for their unique profile.

Proactive recruitment is like going on a treasure hunt for awesome job candidates! It’s about actively searching, capturing candidate information, building talent pipelines, and engaging with potential candidates instead of waiting for them to apply. Proactive recruitment can help organizations find top talent, even for hard-to-fill positions or in industries where there’s lots of competition. So, get out there and find those hidden gems!

Recruiter productivity is all about how well recruiters can work their magic and find the best candidates for the job, as fast as they can! This includes things like filling lots of job openings with top-notch candidates and keeping the recruitment process running super smooth. When recruiters are productive, it means good things for the organization, like saving money on recruitment costs, finding amazing candidates, and getting things done fast! To help recruiters be even more awesome, organizations can give them training and support, use recruiting technology and a CRM, and make sure their recruiting process is the best it can be.

Recruiting solutions are like a superhero team that help organizations find and hire top talent! These tools, technologies, and services can include everything from applicant tracking systems to recruitment marketing tools. Using recruiting solutions can make the recruitment process faster, easier, and more effective. Plus, they can help organizations find the perfect candidates to help them save the day and achieve their business goals.

Recruitment advertising is like putting on a show to attract talented performers. It involves using a variety of channels like job boards, social media, and traditional media to promote job opportunities and get the word out to potential candidates. The more eyes on the show, the better chance of attracting top talent. A successful recruitment advertising strategy can help organizations to stand out from the competition and find the perfect fit for their team.

Recruitment creative is any type of content that is created and shared by an organization as part of its recruitment efforts. It’s the magic potion that helps organizations attract top talent! It includes all sorts of content, from job descriptions and employee profiles to fun quizzes, infographics, photos, and videos. The goal is to give job seekers a taste of what it’s like to work at the organization and showcase its unique culture and values. With great recruitment creative, organizations can stand out from the crowd and catch the eye of the best job candidates out there!

Recruitment innovation means coming up with fun and fresh ideas to make the recruitment process more efficient and enjoyable for everyone involved! This can include new technology, developing creative ways to showcase what makes the company special, and coming up with new and exciting ways to connect with candidates. The aim is to make recruitment more engaging and efficient, so that the organization can find and hire the best talent around. By embracing recruitment innovation, companies can make the recruitment process more exciting, while at the same time attracting top talent and staying ahead of the competition.

Recruitment KPIs, or key performance indicators, are like a report card that helps organizations measure how well their recruitment efforts are doing. These metrics can show whether a recruitment strategy is working or not, and help identify areas for improvement. Examples of recruitment KPIs include time to hire, cost per hire, quality of hire, and job applicant conversion and acceptance rates. By tracking and analyzing these metrics, organizations can gain valuable insights into their recruitment process and make better decisions.

Recruitment marketing automation is like having a superhero assistant who can help recruiters save time and effort by automating repetitive recruitment marketing tasks. By using software like a CRM, recruitment marketing automation can deliver personalized content to potential candidates. The ultimate goal is to attract more qualified candidates and provide a better candidate experience. By harnessing the power of recruitment marketing automation, organizations can make their recruitment process faster, easier, and more effective.

Recruitment marketing software is super helpful technology that automates a bunch of tasks and processes related to recruitment marketing. These clever tools can include candidate data tracking and personalized content for potential candidates. With the help of recruitment marketing software, organizations can improve their recruitment marketing efficiency, provide a better candidate experience, and easily find the best talent for the job.

A recruitment marketing strategy is like a roadmap that guides organizations on how to attract and engage the best job candidates out there. This plan includes a variety of activities, such as showcasing the company culture, sharing engaging content, using social media, and building relationships with candidates. The ultimate goal of a recruitment marketing strategy is to create a fun and positive candidate experience that positions an organization as a dream employer and helps it find and hire the best talent. By following a well-planned recruitment marketing strategy, organizations can streamline their recruitment process and hire the right people for the job.

Social media recruitment is the practice of using social media platforms to attract, engage, and hire job candidates. This can involve activities such as posting and promoting job listings, engaging with potential candidates on social media, and providing valuable and relevant content to potential candidates. Social media recruitment can be an effective way for organizations to reach and engage a wider range of job seekers. By using social media as part of their recruitment efforts, organizations can improve their ability to attract and hire top talent and differentiate themselves from competitors.

Talent acquisition is all about finding the perfect fit! Talent acquisition professionals are responsible for implementing effective recruitment strategies that enable organizations to find and hire the best talent to support their business goals. By building and maintaining a strong talent pipeline, organizations can ensure that they have the right people in place to support their growth and success.

Talent acquisition technology is a fancy term for tools and software designed to help organizations find the perfect candidates for their open roles. These tools can include applicant tracking systems, recruiting software, and recruitment marketing tools. Talent acquisition technology can make the hiring process faster, easier, and more efficient, while also providing a better experience for job seekers. By using these tools, organizations can find the best people to join their team and help them achieve their goals.

Talent marketing is like a magnet for attracting and keeping top talent by using fun and engaging marketing strategies. It includes activities such as employer branding, advertising, and content marketing. The goal of talent marketing is to make a company’s brand shine and make job seekers want to join their team. By creating engaging content and building relationships with potential candidates, organizations can improve their chances of attracting and hiring the best talent for their open positions.

Talent attraction is all about using creative strategies, like job postings, social media, and employer branding, to get the attention of qualified job seekers. The ultimate goal is to make your organization irresistible to top talent by creating a positive and engaging candidate experience that makes them want to apply for your open positions. With a solid talent attraction strategy in place, your organization can attract the best candidates and build a strong talent pipeline to support your business growth!

A talent network is like a special club for people who are interested in job opportunities at a company. These people might have applied for a job or signed up to get updates. A talent network is really important for companies because it helps them build a group of potential candidates who are already interested in working for them. By keeping in touch with the people in their talent network, companies can improve their chances of finding and hiring the best people for their team.

Text recruiting software is a tech-savvy tool that allows organizations to communicate with job candidates through text messages, making the recruitment process smooth and efficient. With features like sending personalized content, candidates are able to receive timely updates and a positive experience. Using text recruiting software can help organizations attract and hire top talent more effectively.

Talent pipelines are pools of qualified candidates who could be potential hires in the future. By networking, recruiting at events, posting job openings, and utilizing a CRM, organizations can build a strong talent pipeline that supports their growth and success. Having a talent pipeline means having a plan in place for finding and developing the best people to help your organization thrive!

Website accessibility means making your website easy to use for everyone, including people with disabilities. This includes adding features like image descriptions, closed captions, and the ability to change text size and color. Making your website accessible is crucial because it improves the user experience for everyone and helps you comply with laws and regulations. Make sure your website is inclusive and accessible for everyone!