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Stay up to date with the latest terminology and verbiage in the HR software ecosystem.
Add to your vocabulary and strengthen your understanding of key terms used across HR, recruiting, and technology.
The use of artificial intelligence to streamline and reautomate the recruitment process. AI and machine learning can be used to make manual processes automatic, suggest top candidates for the roles that suit them best, reduce bias and “gut feeling” when selecting candidates, and more.
An applicant tracking system, or ATS, is a software program that helps electronically handle a company’s recruitment needs. ATS allows an organization to collect and store candidate and job-related data and to track and monitor the progress of candidates through all stages of the hiring process.
Artificial intelligence (AI) is a computer, machine or software’s ability to do tasks that would otherwise require a human to use their thinking or judgement to complete. AI in the talent acquisition field ranges from interview scheduling and pre-screening questions to chatbots that interact with candidates and answer questions about job openings.
ATS (applicant tracking system) integration allows you to centralize the recruitment process by sharing data seamlessly between technologies, through software. Integration also allows you to pull data and analytics together into a single platform of record for better reporting.
Candidate relationship management (CRM) software helps employers connect with current and future job candidates to help fill positions faster. CRM makes it possible to build pipelines of talent and efficiently market your recruitment brand to the best candidates through automated email marketing, recruiting event functionality, job recommendation portals and more.
A contingent workforce, or contracted employees, is a workforce that does not have an ongoing contract with a company. The types of contingent workers include:
A custom career site is a proprietary website that lists your job openings in an intuitive and appealing way, encouraging visiting candidates to explore your brand and apply for available positions. Unlike third-party job-posting sites, career websites are owned by the company that is hiring, or by a recruiter hiring on behalf of another company. This gives them complete control over the design of the website, the messaging, the language, and the hiring process.
Employee-generated video content is video content featuring your employees, in which they discuss their on-the-job and overall experiences within your organization. They can be used on career sites, email campaigns, and company profiles on third-party career sites to help showcase your company culture and attract the right talent.
Employee onboarding is the process of moving a new hire from applicant to employee status and ensuring that paperwork is done, benefits administration is underway and orientation is completed. Preboarding precedes traditional onboarding done on an employee’s first day and is meant to get your employee ready to hit the ground running.
An employee referral program helps attract new hires by offering a reward to current employees for quality candidate referrals. iCIMS software helps streamline your ERP by allowing your employees to share job openings on social media, entering applicants into your applicant tracking system, and also helping you to offer different referral values for positions that your employees help fill.
An employee training program is a standardized routine that assists new hires in learning their position and the procedures to do their job correctly and efficiently. Onboarding specialists can send new hires a training schedule directly from the iCIMS onboarding portal, ensuring that the new hires have all the information they will need for the day they arrive onsite.
E-Verify is a web-based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration. It allows employers to electronically verify the employment eligibility of their new employees. The iCIMS Talent Cloud comes equipped with a powerful three-tier reporting center that can easily connect to E-verify and generate reports on the results.
Adherence to the Equal Employment Opportunity Commission’s (EEOC) laws against workforce discrimination iCIMS’ applicant tracking software can aid you in collecting, storing, searching and reporting all EEO data. The iCIMS Talent Cloud comes equipped with a powerful reporting center that can easily generate reports required by the EEOC, including the newly revised EEO-1 Report.
Today’s candidates have access to more information about their potential employers than ever. A quick search for a company on social media may reveal details that cause delight — or dismay. This information-dense landscape is one reason why an employer value proposition (EVP) remains critical for attracting, engaging and retaining top talent. It ensures that candidates and employees encounter positive experiences that keep them engaged and excited.
The European Union’s GDPR aims to strengthen the security and protection of personal data and replaces the 1995 European Union Data Protection Directive. The regulation applies to organizations headquartered within the EU, as well as those headquartered outside of the EU that offer goods and services to EU businesses. As an organization that values data security and privacy, iCIMS complies with these new or enhanced requirements.
Globalization is a term used to describe increasingly mobile organizations that perform their operations in foreign countries. The globalization of HR is characterized by increasing levels of decentralization, maintaining the various local cultures and practices while communicating a consistent corporate culture across the entire organization. Web-based ATSs can assist global recruiting by automating resume collection and storing candidate information in one electronic location.
Google offers a robust search experience to help people find jobs more quickly and efficiently. When candidates search for jobs on Google, they’ll see an immersive experience that allows them to explore jobs and refine search criteria as needed. iCIMS has been working with Google as one of the first ATS providers to serve up our customers’ jobs in an improved job search experience.
An HRIS collects, stores and maintains an organization’s employee and HR-related information. The iCIMS Talent Acquisition connects with many HRISs.
An HRMS is a software application that combines various human resource functions, such as recruiting, benefits and payroll into one package, allowing organizations to track and report on these functions. The iCIMS Talent Cloud can easily connect with many human resource management systems.
HR software provides a single, accurate view of all HR activities, including recruiting, performance management, onboarding, training, and development. This software reduces the workload of the HR department while increasing efficiency by standardizing and automating HR processes. iCIMS’ recruitment platform has nearly 300 integrations available in its marketplace for talent acquisition software providers. Additionally, iCIMS integrates with HCM providers for solutions, including employment eligibility verification, background checks, and payroll and benefits services.
Internal recruiting is the process of filling open job positions in an organization by hiring from within an existing workforce. Some companies simply allow their employees to apply to open positions alongside external candidates at the same time. Others provide their employees with exclusivity in the application process for a time before they post the job externally.
I-9 (Employment Eligibility Verification) is a form used by the Federal government to verify the identity and eligibility status of all workers in the U.S. Some states mandate that this form be completed before any employee is hired. iCIMS Onboarding offers you the ability to request, route, complete and store new hire I-9 forms electronically. Secure and flexible, the iCIMS Talent Cloud is equipped with a powerful three-tier reporting center to easily generate I-9 reports and ensure compliance for your organization’s hiring efforts.
Job board integrations automatically post open positions to a multitude of job boards. Applicants are then entered into the ATS to be viewed by recruiters and hiring managers. Inversely, the iCIMS Talent Cloud allows you to post a job from your ATS to all of your job boards simultaneously.
Job title SEO is specifically about optimizing a job posting’s URL to produce higher rankings in search engines. iCIMS allows for a unique URL to optimize each job for search engines. As a result, open positions get more visibility and can be found in search engines by typing keywords, such as the job title and location of the job.
This is the all-encompassing name given to any and all recruiting approaches that make use of mobile recruiting software. Some common mobile recruiting strategies and techniques include:
OFCCP Compliance is the Internet Applicant final rule, issued by the Office of Federal Contract Compliance Programs. It addresses recordkeeping by Federal contractors and subcontractors about the Internet hiring process and the solicitation of race, gender and ethnicity of Internet applicants.
Offer management software eliminates manual, error-prone processes to get offer letters out to candidates faster. Branded templates and e-signatures are stored within the system for easily repeatable processes, while approvals are managed at scale during this critical stage of the recruitment lifecycle.
Onboarding software streamlines the onboarding process by replacing handwritten forms with online documents, including Employment Eligibility Verification (E-Verify), paperless I-9, iForms and background checks. Onboarding software can save your company money by eliminating all shipping and storage fees associated with the handling of paper forms and by removing your HR staff from the data entry process. iCIMS Onboarding provides an onboarding portal with information about new hires’ paperwork status, a branded communication center, an onboarding workflow and I-9 and E-Verify solutions.
Any software application that facilitates chat or text messaging engagement during the recruitment process. A recruiting chat software application could be part of an end-to-end recruitment platform, or it could exist as a stand-alone application that can be added to the recruitment process.
Recruiting software is an application designed to help organizations recruit employees more efficiently. Businesses of all sizes leverage it to handle job applications and manage and screen resumes. Other features include individual applicant tracking, requisition tracking, automated resume ranking, job posting, pre-screening and response tracking.
Recruitment is the process of finding and screening qualified candidates for a specific position and offering the position to the best candidate. An applicant tracking system can help manage the complex and rewarding recruitment process.
Recruitment marketing is the process of attracting and nurturing talented individuals to your organization by promoting your company and positions to them. The main goal of recruitment marketing is to drive individuals to apply to the open positions your company has. Recruitment marketing is the earliest stage of talent acquisition. Recruitment marketing can be simplified by instituting recruitment marketing automation software, found in the iCIMS Talent Cloud. This software allows recruiters to build positive relationships and share specific messages with candidates who fall within specific talent pools. Recruiters can also save time by scheduling automated emails that allow candidates to see open job requisitions that are relevant to them.
Recruitment marketing automation software is a tool to create and schedule email campaigns that allow recruiters to automatically engage talent pools on a recurring basis. This usually involves sharing career opportunities, networking events and company information in scheduled newsletters. Recruiters can report on email campaign effectiveness within a recruitment marketing automation tool by tracking opens, clicks and applications that have resulted from your campaigns.
Recruiting metrics are a measurement of the effectiveness of your recruiting process. Organizations can use these data to benchmark how their recruitment process stacks up against industry averages and to make improvements for correcting any inefficiencies. Some examples of recruiting metrics include:
• Candidate experience
• Cost of hire
• Sourcing channel
• Retention rate
An all-in-one platform like the iCIMS Talent Cloud can allow for better tracking of all this data through the employee lifecycle.
Resume searching is a feature of ATS and recruiting software that finds qualified candidates by searching the attributes of their resume for essential skills.
Screening is the process of testing an applicant on their trustworthiness, skills and personality to ensure that they are a good fit for the position. iCIMS Recruit helps recruiters in the screening process by adding screening questions to help pre-qualify candidates for positions. iCIMS also scores applicants based on skills matching and presents them in order of their score.
Sourcing is the ability to identify and classify candidates by skill and experience level, and then allocate them to open positions based on these metrics as the positions become available. The candidate’s resume then becomes available for the recruiter or hiring manager to contact the candidate.
Talent acquisition is the process of finding, attracting and engaging highly talented individuals and having them join an organization. It includes applicant tracking, onboarding, workforce planning, sourcing, recruitment marketing automation and more.
Talent assessment tools are used for pre-employment screening purposes, assessing candidates on their knowledge and skills, work style, and personality. Talent assessments can include multiple-choice questions, open-ended prompts, and questions requiring audio- or video-based responses.
Text recruiting software uses SMS, chat, and AI across multiple platforms to engage with candidates at scale. All communications are housed within a compliant platform, eliminating the need for recruiters to send texts to candidates from their personal phones.
Text to apply enables candidates to send a word or code to a phone number to begin the application process. Once they send the code or keyword, they’ll receive an automatic response with further information. The candidate may receive a complete application, a document with more information, or a link to a form or website.
Video interviewing refers to a newer interviewing style which takes place remotely using digital video technology. Video interviews can be two-way, where both the interviewer and the job candidate are present during the video session, or one-way, where the candidate pre-records their interview with prompts from the recruiter.
A scheduled online event hosted on a single online channel that’s designed to connect large groups of candidates with recruiters. Candidates and talent acquisition professionals meet in a virtual space to discuss job opportunities.
A recruitment process conducted over the internet, where the candidates and recruiters often don’t meet in person. Talent acquisition professionals make use of teleconferencing, virtual events, text engagement, and web-administered forms and assessments to conduct their recruitment efforts.