HR & Recruitment Glossary
The most complete HR glossary and recruitment terms to help you navigate your day-to-day work.
Abandon rate is an HR metric that measures the number of job applicants who start the job application, but who do not actually finish and submit the completed information. By monitoring this measure, companies can collect data and, in effect, develop and refine their job application process’ usability and ease.
An Affirmative Action Plan uses statistical analyses to ensure that an employer has created or is creating a workforce that authentically reflects the demographics of their relevant skilled labor pool by providing equitable access to employment opportunities for specific protected classes (minorities, veterans, women, and people with disabilities).
An Applicant Tracking System is an online platform used by recruiters and in-house HR teams to screen candidates during the recruitment process. The platform allows applicants to access the system and have their progress monitored from work application to onboarding. It also acts as a CRM (Customer Relationship Management) tool to enable recruiters to keep an eye on the application journey of each candidate and maintain communication at each hiring stage. An ATS may parse or migrate data from submitted candidate resumes via online job boards that are added to the central database. A good ATS can greatly enhance the hiring process for the candidate, decreasing the amount of time it takes to make a hire and increasing the recruiter’s productivity allowing them to fill more jobs. Newer platforms integrate third-party providers to bring a greater degree of flexibility to the core system, from background checks to payroll services.
A hiring manager or a manager of that department conducts behavioral-based interviews with the purpose of determining how the candidate being interviewed acted in specific employment-related situations. Past performance predicts future performance is the logic behind this interview method.
This can also arise when a business needs professional support without having the resources internally for it or when a business can not assign the required resources due to narrow market availability.
In recruitment terms, BPO is often also referred to as RPO, see further details here for Recruitment Process Outsourcing.
There are varying degrees of difficulty depending on the type of background check that can be conducted, depending on what information is to be gleaned from the search. For example, the higher the position that an organisation is hiring for, the more complicated the background check would be because it needed more comprehensive knowledge about the history and experience of the senior candidate.
Common checks in Australia include Criminal Background Check, Identity Verification Check, academic reference check; employment history check, and driving history check.
Using ‘and’ in a Boolean Search leads to the search results where both words are included in the search phrase, such as ‘Sydney and hotels.’ Using ‘not’ isolates one category of search results and is sometimes included when there is a lot of overlap between two terms, or where one category of search results is likely to indicate that the consumer needs to be removed from it, such as ‘Sydney not hotels’.
The use of ‘or’ will result in the broadest category of search results. For example, ‘Sydney or hotels’, as this Boolean Operator delivers any search results where either term is used.
The term Boolean Search was named after George Boole, who invented the concept in a mathematical context.
Culture-fit questions are those asked during an interview to gauge whether a candidate will successfully fit into an organisation’s culture. These questions tend to be open-ended and can touch on the candidate’s view of management best practice, the environment in which they are able to be their most productive, and their relationships with their peers. More emphasis is placed on culture fit than on the ability of the candidate to perform the role. The belief is that a person can be trained, but their ability to work well within a team can result in poor job satisfaction, low productivity and a potentially dangerous environment.
Customer Relationship Management or CRM refers to a company’s task of administering the relationship they have with their customers, both recent and potential. Customer Relationship Management Systems or CRM Systems are the infrastructures that allow an organisation to manage the relationships between its workers and clients.
CRM Systems are a key business tool that is used to optimise this relationship with customers and to reach them more effectively, in order to retain current clients and attract new ones, automate sales, help marketing, and sales teams and support other business divisions.
CRM systems are a robust data collection and review method that enables the exploration of new market opportunities. Such programs often provide the useful experience of consumer engagement, which is used to shape plans for preventive issues and to provide incentives for staff to upsell additional goods to consumers, where applicable.
Some common features of Customer Relationship Management Software or CRM Software include:
- Customer data retention and management features
- Integrated communication features, that improve communication with customers via phone, email, chat and social media
- Workflow and task management features
- Reporting features, specifically sales activity reporting, forecasting and tracking
In recruitment terms, CRM is often incorporated in a Recruitment Management System, or RMS, as CRM accounts for a remarkable part of RMS alongside other features specific to recruitment. See more on a Recruitment Management System here.
Content Management Systems or CMS are programs that a company employs to help its employees store, maintain, change, distribute, and publish content. As ‘content’ is a very broad term and encompasses many different kinds of material, CMS is equally diverse and scalable to adapt to the content requirements of any given company. A key function of CMS is that they permit staff to manage workflow and tasks that are shared between myriad users.
Content Management Systems are typically used to assist staff working with the below two types of content:
Content is published on websites, which is usually external-facing content
Document content, for example, reports, created for a company’s use internally or with their clients
Content Management Systems aims to improve efficiency by allowing valuable company information to be stored, managed, and manipulated. With that effect, CMS and Contact Management Software have similar purposes. Nonetheless, CMS is usually more sophisticated as it has more complex functionality. See more on Contact Management Software here.
Candidate management relates to managing, developing, and sustaining applicant relationships.
For both active and passive applicants, applicant management is a crucial component of the position of any recruiter.
The relationships that recruiters build with candidates enable them to develop a diverse pool of talent and exercise reasonable judgment when situating candidates forward for job vacancies. Eventually, candidate management allows recruiters to make better matches between candidates and clients.
To establish a relationship with candidates, it is vital for recruiters to allocate one-on-one time. The moment these relationships are established and a recruiter has a strong and well-built talent pipeline, their candidate management activities can be automated using a good CRM System.
Consultants are independent professional consultants who are paid (on contract) to determine the needs of a company. They also provide guidance about what to do, what methods to use, and procedures to be used to help accomplish organisational objectives. For the independent contractor, the company does not withhold taxes. Employment and labor laws also do not apply to independent contractors.
A compensation package is the mixture of wages and fringe benefits obtained by an employee in exchange for the employment of an employer. In addition to base salary and health benefits, a compensation package also includes on-site amenities, gym memberships, stock options, vacation, leaves, retirement, flexibility, and other employee perks.
Contingent recruitment is a type of recruitment that involves recruitment being carried out for companies on a contingent or project-by-project basis.
The primary difference between contingent recruitment and retained recruitment is that if the recruiter successfully positions a candidate in an open vacancy, the contingent recruiter will only get paid a placement fee. Look here for more on retained recruitment.
The recruiter works on a retained basis. However, he is paid a flat rate for their services and their recruitment income is not dictated by the outcome of individual placements. This arrangement is usually put in place because it is convenient for the company working with the retained recruiter, or because the skills and success rate of the retained recruiter are considered to be higher than those of their contingent recruiter counterparts.
Because of the higher degree of risk involved for contingent recruiters with no guaranteed fee for their recruiting services, contingent recruiters are also driven to forward applicants to an organisation quicker than retained recruiters to try and get a higher rate of success.
Contact Management Software is a software that is dedicated to depositing a company’s information about their contacts.
This information is characterised by being effortlessly searchable and is the fundamental information needed to populate a contact’s profile. Examples of information mostly commonly stored in Contact Management Software are:
- Customer / client names
- Phone numbers
- Email addresses
As recruitment companies often have immense databases of basic information of this nature, Contact Management Software is a beneficial tool to aid in managing this information and to search contacts easily and efficiently.
It is also a way for businesses to safely centralize and store sensitive information, with no risk that it will be lost or stored on the computer of one employee.
In addition to preserving customer information, Contact Management Software provides support features such as contact note-taking, notifications reminding workers to complete assignments, and tagging that allows feedback about staff contacts.
The key function of Contact Management Software is to support staff in managing customer information, which makes it similar to CRM Software.
In this instance, a recruitment consultant is faced with the challenge of setting up recruitment for business and establishing a stable network of job seekers looking for roles and clients looking to fill roles. See more on a recruitment consultant here.
The opposite of a cold desk is a hot desk, where a recruiting network is already in place by the time a recruiting manager is appointed to recruit.
A recruitment consultant working at a cold desk is expected to do further research to create a recruiting atmosphere to research and excel, but maybe more interested in dictating the types of candidates and clients for which they are going to work with.
In the course of employment distinguishes negatively in relation to an employee on any of the aforementioned ground or grounds.
Companies may utilize the services of an employment agency to find the right candidate for a vacancy, but in a situation where a direct hire occurs, the company that is going to employ the candidate is the one that actually hires them. See more on employment agencies here. The candidate is an employee of the company that performed the direct hire, not the employment agency.
As a direct hire entails the recruiting company’s effort and commitment, direct hires are commonly made while fulfilling permanent positions, as opposed to temporary or contract-to-hire roles.
This search is usually conducted by executive search firms on behalf of a third party company.
The advantage of an executive search being performed by an executive search firm is that the firm can undertake an initial screening of the candidate and confirm if they are suitable for the role and ascertain their remuneration expectations before putting them in touch with the company.
As executive searches seek highly skilled and suitable applicants, ideal candidates are often already working and are best approached by executive search firms to gather details about their interest in leaving their current position for a greater opportunity.
From advertising for a job to look for candidates to a successful candidate’s final selection, businesses also want to build candidates because it enables all processes involved to be simplified in one place online. E-recruitment is also called e-sourcing.
E-recruitment software such as JobAdder assists e-recruiting organisations by offering a fully integrated online recruitment program for applicants. One of the key benefits of e-recruitment is that all applicant information is safely stored and exchanged online, creating a centralized center of recruiting activity that can be accessed at any time from anywhere. Information is stored in such a way that it can also be retrieved at some future date, even if a long period elapses between the period a candidate collects data and the time when it is required for a role.
Conducting online recruitment also removes a lot of the manual labour that is traditionally associated with recruitment, such as printing candidate CV’s and storing them in different locations, only for them to be misplaced.
Examples of valuable employee contributions include expertise in lending, experience, awareness, and hard work to boost the bottom line of their company. Providing EVPs to workers is a way for businesses to promote good actions and offer opportunities for their employees to work diligently and aspire for success.
These incentives have the added benefit of increasing employee engagement. See more on employee engagement here.
EVPs are also associated with the philosophy and values of the company and can also be used as a tool for enhancing the company’s image and recruiting new talent and separating the company from its rivals.
Like employee engagement, highly motivated employees are committed to performing well and striving to achieve success for the benefit of themselves, their team, and their company. See more on employee engagement here.
The challenge for businesses is figuring out the best way to increase employee engagement and to sustain it. Moreover, companies can empower employees to be motivated by ensuring that employees are both valued and challenged and that they have to work towards practical professional objectives. This helps encourage enthusiasm among workers by giving employees a sense of mission and direction in their working lives.
Professional incentives such as bonuses and accolades also help to keep employees motivated and striving for success.
Signing documents with an e-signature is a simple and convenient alternative to being signed in person. In addition, using digital signatures enables companies to escape the conventional time period associated with turning paperwork around such as contracts for jobs.
E-signatures are safe and legally binding as long as they are done correctly.
The aim of an employment agency is to link companies looking to fill a vacancy with applicants who have the right skills for that vacant role. It is the goal of employment agencies to connect both parties when there is great synergy between a worker and an employer. Recruiters that work at employment agencies often get a fee for making this match successfully. See more on recruiters here.
Employment agencies have a wide network of both businesses and applicants and their strength lies in being able to arrange a match between the two where both parties are successful on an ongoing basis. Companies that do not have the internal recruiting resources will often try this employment agency expertise through RPO. See more on RPO here.
Ideally, a company should have a low turnover rate for its workers, which ensures that employees withdraw from the organisation on a fairly occasional basis. Indeed, a high rate of employee turnover can be expensive and complicated for a company.
If a company suffers from a high rate of employee turnover, they may be forced to pay employment agencies or executive search firms to manage the process of recruitment for them in order to fill the vacancy or vacancies. See more on employment agencies and executive search firms here and here.
When an organisation is willing to devote internal resources to replace workers that exit the business, hiring positions regularly and educating new employees that do not last long in the business is a costly investment of staff time and energy that could otherwise be spent in other areas of the company.
It is important for companies to be aware of their employee turnover rate and assess the causes of a high rate of employee turnover if they have one. Common causes are often low levels of employee engagement and employee motivation. See more on employee engagement and employee motivation here and here.
Companies that invest in approaches to keep workers involved in their jobs on a regular basis usually receive the benefits of this investment through incorporating employee engagement concepts, as it feeds directly back into their company through their employees’ willingness to perform well.
Examples of employee engagement ideas include:
- Instigating activities that strengthen the relationship between team members and allow them to work better together
- Providing positive feedback to employees when they perform well, to incentivize them to keep doing so
- Providing employees with training and mentoring on a consistent basis
- Identifying an area of work that each employee is passionate about and providing them with the opportunity to excel in this area
Engaged employees are more likely to perform well compared to workers who are not engaged in their jobs. Employees who are highly engaged frequently possess a willingness to excel, not only for themselves but for the overall good of their business. By performing employee engagement surveys on a regular basis, organisations can be told first hand about rates of employee engagement.
The goal of these surveys is to obtain a truthful insight into how workers are engaged and why with a view to ascertaining successful ways of enhancing engagement.
A group interview is a stage in the hiring process whereby applicants are interviewed in groups for a given role and evaluated simultaneously. It is an opportunity for hiring managers to gauge which candidates stand out and how they interact with each other in a competitive environment. A group interview can also speed up the hiring process and encourage businesses to incorporate additional elements into the interview process that would not be provided by one-on-one interviews, a role-play for instance. An alternative version of a group interview is one where a candidate is interviewed by a panel which may consist of the role’s manager along with the hiring manager and other stakeholders.
The Hawthorne effect refers to the tendency of individuals, including participants in an experiment, to work harder and perform better when they are being watched or given attention.
The aspect that separates a headhunter from a normal recruiter is that they search for highly skilled applicants to fill specific positions. As the skills they possess are valuable and in high demand, this method, therefore, involves poaching or “headhunting” candidates from an established position.
In comparison to opening the job for recruiting consultants to hire for, the aim of hiring a headhunter to find an applicant in this way is to locate and secure the best person for the position instead of going through all the recruiting steps.
A company may find that they have a particularly involved recruitment process if they were to advertise for the kind of job a headhunter is engaged to fill due to the fact that this kind of role is often highly desirable and would attract a large number of applications.
On many occasions, a company will be aware of the candidate they would like a headhunter to approach. It is not possible or necessary to headhunt for many roles within a company.
The goals and expected results of headhunting are identical to those of an executive search, which is conducted to identify applicants with a certain degree with seniority. See more on an executive search here.
Human Capital Management plays an important role in hiring, managing, training, and retaining talented and high performing employees.
Modern software for human resources is highly versatile and can accommodate a wide variety of features and marketplaces. An organisation or small business size and requirements may determine the form of HR software ideally suited to them.
For businesses of all sizes, HR software helps manage and improve the workflow of HR staff by automating a lot of the manual administrative tasks associated with their roles such as completing payroll and benefits administration.
Through streamlining processes such as monitoring candidates, arranging payments, and documenting payments internally, HR systems are allowing people to work together better.
It is particularly critical to Human Resources teams that support a large number of employees in big organisations.
It also incorporates features like timesheet management and attendance that is very useful to businesses with a workforce composed of both permanent and contingent workers or staff working in shifts.
Increasing efficiency, HR software helps workers to devote more time to activities such as hiring, training, and improving employee engagement.
As well as automated task execution, HR software supports teams with these strategic components of Human Resources.
From talent development and talent management through to performance evaluations, these software tools can help HR departments navigate an employee’s full end-to-end journey through their companies.
This usually means that there is already a system in place and a database of candidates and clients for the recruitment consultant to work with. See more on a recruitment consultant here.
In this situation, it is not appropriate for the recruiter to be as concerned with the fundamentals of setting up a recruitment company and to concentrate on developing and growing the recruitment network at hand.
The alternative to a hot desk is a cold desk, an atmosphere in which no recruiting network exists for a recruiter to work with. See more on a cold desk here.
If an applicant applies for a position through an organisation, then a pre-interview screening is performed by the recruiter to decide if they are appropriate for the job beyond what their resume suggested.
The next interview is then performed by the hiring manager at the organisation they are hoping to work at, and another interview with senior executives, if the position needs it. Interviews can be either one-on-one or conducted in a group with other candidates or with a panel.
The downside is that there is a propensity to click through duplicates because jobs can be posted on multiple sites to increase views. Indeed and LinkedIn are among the more well-known work board aggregators.
In the context of their team or competitive environment, KPI’s are determined in order to quantify how well an individual or company is performing holistically.
After a placement has been completed, a worker will usually return to their usual place of work ideally with insight to bring to their role or business.
KPI’s for individuals and companies include: Volume of sales
A Learning Management System or LMS is a system put in place to support the delivery of learning and educational software to users.
Not only does Learning Management Systems allow an organisation to transfer learning content to its employees, but LMS software also has interactive features that allow users to input knowledge they learn while they learn it, providing a more personalized and efficient learning experience.
Examples of the type of learning materials delivered to users via LMS include:
- Training Modules
- Online Courses and Tutorials
- Educational Material
LMS lets businesses monitor, record, and report user interaction. This is especially useful as businesses need to pass compulsory training manuals to large numbers of workers, such as OH&S materials, to ensure that all employees are presented to understand.
This process includes completing all the necessary paperwork and steps involved in training the employee to start work, as well as ensuring that on the first day and beyond, they are well assimilated into the business. Examples of onboard documents include a Letter of Bid, a Tax File Declaration Form, and a Superannuation Form for Employees.
Unlike recruiting, which is concerned with finding the best applicant for a work vacancy, onboarding occurs after successfully securing the applicant.
Onboarding duties rest with the employer and as such, the process may be an opportunity for the new staff member to make a positive first impression of their business.
In addition, its placement services are provided by a specialist third party company and the costs of a job seeker using their services are usually covered by the job seeker’s former employer that terminated their employment.
People can need outplacement services if they make a job change and need expertise from the industry to help them reach a new sector. It can also be if they have difficulty re-entering the workforce after leaving a business due to unexpected circumstances.
The aim of outplacement firms is to ease this phase of change for candidates by offering services such as work interview preparation, career coaching, and helping candidates develop their curriculum vitae and LinkedIn profiles. As well as practical guidance, outplacement agencies offer career counseling assistance for workers who may have lost their employment due to attrition or their former company’s downsizing.
Companies use Payroll Software to automate such things as calculating payments, withholding tax, and depositing monthly payments into the designated bank account of employees.
When the standard payment information for an employee is inserted into the software system such as their wages, the number of hours they work a week, and details of their bank account and minimal maintenance is required.
The benefit of using Payroll Software is that it relieves accounting workers from many of the administrative duties involved with making employee salaries, which otherwise would be very time consuming. It also eliminates instances of human error-induced mistakes.
Companies with a large number of employees rely heavily on Payroll Software and on its reporting features.
Placements occur for a fixed and limited time span negotiated between the employer and the worker. Unlike temporary employment, the aim of this kind of placement is typically to provide the worker with an opportunity to learn more from a new work environment or to contribute something to that environment for a given period of time.
After a placement has been completed, a worker will usually return to their usual place of work ideally with insight to bring to their role or business.
Typically, this arrangement is formalised with a contract that specifies the relationship between the two parties, generally for the parties’ intent of working closely together on an ongoing basis under certain terms that favor both parties. Typically, a PSA is instigated by the organisation that nominates one of its suppliers to work directly within order to procure those products or services, since they believe that it is the best supplier to purchase them.
In committing to a PSA, a company usually forgoes working with alternative suppliers in direct competition with the supplier for the PSA which is beneficial for the supplier. In exchange for this, the supplier usually offers their goods or services to the company they have entered into a PSA with at a discounted rate or provides them under some preferential conditions.
Preferred Supplier Agreements have terms built into the contract of when the agreement will come to an end and be reassessed.
This also helps the supplier to provide high-quality service to the business. If a firm decides not to renew its PSA with its supplier, this creates openings for other suppliers to compete for the company’s business.
As they are usually happily employed and not looking for work, it’s likely that the passive candidate is a valued employee making worthwhile contributions to their current place of work.
Sourcing and effectively placing a passive candidate in a work position allows a recruiting specialist to be strategic in order to persuade them to seek a new job when they are not already involved in the job market.
Social media is a great platform to reach passive candidates who wouldn’t otherwise visit job websites.
Recruiters typically work out of employment agencies that specialise in finding and filling jobs in one or many specific sectors of the workforce. See more on employment agencies here. This kind of recruiter is known as an agency recruiter.
The alternative form of recruiter known as an in-house recruiter is one that hires specifically for positions within the organisation they work for. This latter form of recruiter specializes in seeking applicants for positions if there are vacancies.
In their defined field of expertise effective recruiting consultants create a network of companies and candidates.
As recruiting consultants are expected to deal with vast volumes of data on a regular basis including all of this candidate’s records and contact details, recruitment software such as JobAdder allows recruitment professionals to more efficiently and effectively execute the full end-to-end recruitment process.
RPO is similar to BPO (Business Process Outsourcing) and is often done by a corporation for the same purposes, either to save on recruiting costs or to obtain the technological experience required for recruiting, which is not readily available internally. See all about Outsourcing company methods here.
RPO is typically needed when there is a sudden spike in the demand for workers to work on a specific project, and it would be inefficient and expensive to raise the internal HR team to accommodate this temporary demand.
Companies remove their resources from the logistical and transactional duties associated with recruiting by outsourcing recruiting, allowing those resources to devote their attention to other business areas.
Recruiting metrics is a term used to refer to all indicators that an agency uses to assess recruiting success and is a way to improve recruiting. Metrics can encompass a broad range including:
- Time to Fill
- Offer acceptance rate
- Hire to goal
- quality of hire
- cost per hire
- diversity hiring metrics
- retention rates
- client calls
- client meetings
- new roles
- total roles
- active candidates
- recruiter/candidate interviews
- CVs submitted
- first client interviews
- second client interviews
- Qualified candidates per post
- sourcing channel efficiency
- adverse impact
- candidate experience
- number of interviews per candidate
Recruiting management systems to offer recruitment tools that are used by internal HR agencies and recruitment firms and are also referred to as recruitment software only. RMS also has numerous titles including ATS, E-Recruiting Software, Recruiting Systems, and Staffing Software, among others. The variations in those names exist depending on where the word is used in the world and on the RMS itself ‘s various features.
There are a number of key components that usually constitute a full Recruitment Management System. These are:
- Customer Relationship Management
- Job Posting
- Application Tracking Software
Additionally, for the recruitment agency concerned, retained recruitment is perceived to be a more stable method of recruitment, as their mandate is not contingent on whether they fill individual placements. Retained recruiting is conducted by an organisation on the premise that retained recruitment consultants can regularly send to them a higher-caliber group of applicants and offer more appropriate placements overall than their peers and contingent recruiters. Tap here for more on contingent hires.
Retained recruitment agencies may request a flat upfront fee for their services but they must still assist the organisation they hire with filling vacancies, no matter how lengthy and complicated the process may be.
Talent management starts by effectively hiring the right people through the acquisition of talent. Recruitment is often used interchangeably for the term talent acquisition. However, talent development is a term that is used more commonly as part of the overall job PR and brand strategy for a business in a corporate context. Incorporating the word ‘talent’ into the title alludes to the fact that when recruiting new employees, businesses do not merely aim to fill gaps within their departments, but they pursue strategic opportunities for their workforce.
Talent management involves the strategic placement of these resources in the right area of the company to increase sales and ROI, as well as to improve the operational function of teams and to raise the overall standard and quality of work.
A company’s talent can be managed well by keeping employees engaged and motivated, ensuring that employees have realistic KPI’s to strive towards achieving and also have the right amount of support and competitive motivation to keep them goal-oriented toward success. See more on KPI’s here.
On an executional level, talent management involves implementing regular performance reviews, providing mentoring and training to staff, and creating opportunities for employees to be adequately rewarded and compensated for hard work.
The method of finding and hiring the best candidates is called talent acquisition. In comparison to recruiting, talent management appears to concentrate on long-term human resources preparation and identifying suitable applicants for roles requiring a very particular set of skills.
A Talent Pipeline is a pool of applicants ready to fill a role. The selection may be workers who are prospects for promotion, or external applicants who are prequalified partially or entirely to fill a vacancy.
Being the intermediary that connects candidates and companies, temp agencies are similar to employment agencies. See more on employment agencies here.
Companies sometimes seek temporary staff to be employed on a project-by-project basis during busy periods.
Similarly, candidates use temping agency resources while they are searching for a limited amount of time to operate. While there is no assurance that a temporary role will be converted to a permanent role, there is a possibility in certain cases for an organisation to convert a temporary position to a permanent one if all parties agree that there is enough work to warrant permanently hiring the temporary employee.
Temping agencies are also referred to as staffing agencies typically in the United States wherein they specialise in sourcing staff to fill temporary roles.
Jobscouts Is Simplifying Recruitment
Jobscouts provides affordable, cloud-based recruitment software that enhances and simplifies the recruitment process.
Currently enabling more than 10,000 recruiting professionals in over 30 countries around the world to recruit smarter and better, Jobscouts’s extensive reach places it at the heart of the recruitment process.
By integrating a diverse mix of social media channels, advertising platforms, and job boards, Jobscouts allows recruiting professionals to target more candidates than ever each time a job ad is posted.
In a nutshell, we provide easy to use, streamlined recruitment software. Our product is crystal clear, but you wouldn’t be blamed for getting your BPO confused with your RPO.
Take a peek at our very own Jobscouts glossary, dedicated to debunking all recruitment-related terminology!