Recruitment Glossaries meaning, synonyms, antonyms, translation, and use cases


Are you confused or facing difficulties in understanding some word meanings in recruitment? If yes, In today’s word for the day, we will be giving an out list of recruitment Glossaries.

To assist you with this, we have made this recruitment glossary run down to act as your go-to asset. This rundown will revive your insight and assist you with keeping awake to date on the most recent enlisting phrasings.


Recruitment Glossaries contain any kind of words used when referring to recruitment itself. These glossaries assist both candidates seeking for jobs and recruiters with effective exploring of tasks in recruiting.

Recruitment is a course of collection of human resources for empty places of the association. It is an underlying step of the framework.

 Recruitment Glossaries

Abandon rate

In recruitment, the abandon rate is the number of candidates who start the application cycle, but never click “submit” on the application, also known as forsaking the application process.

Capacity test

This is a test utilized by organizations to observe whether a potential worker has the rationale, thinking or other tried expertise expected to take at work.

Dynamic occupation looking

A functioning quest for new employment includes an individual setting up a resume, looking for openings at organizations and sending in a resume to those organizations.

Then, assuming the applicant is effective at this stage and gets a meeting, the candidate plans and attends the meeting.

Insightful reasoning

It is a kind of reasoning which utilizes coherent thinking and derivation to recognize the importance of something or to tackle an issue.


A candidate is a person who goes after a position, by sending in their resume or by different means.

Candidate documents

Candidate records incorporate every one of the reports that a candidate submits when they go after a position. 

For instance, candidate documents could incorporate an individual’s resume, personal statement, a list of references etc.

Candidate stream information

Candidate stream information is information about the candidate, which ought not be utilized in thought to whether they are utilized by the employing administrator. 

This incorporates a candidate’s: orientation, race and religion. Such information assists organizations with checking their variety and level of comprehensiveness.

Candidate pool

The all-out number of candidates that went after a specific position.

Candidate global positioning framework (ATS)

Candidate Global positioning frameworks give apparatuses to organizations which assist them in the selecting with handling. Before a candidate’s documents are seen by an individual at the organization, they will probably be inspected by a candidate’s global positioning framework. These frameworks can feature the best applicants in view of specific standards.

Designating official

A delegating official is a liable for representative inside an organization choosing a contender to fill an empty work position.

Fitness testing

Like capacity testing, fitness testing a candidate’s capacity to perform explicit undertakings as well as perceive how they answer various circumstances.

Appraisal focus

An appraisal community is a broad meeting/evaluation of candidates, which can include fitness and capacity testing, as well as the culmination of various activities which connect with the gig.

Individual verification

A historical verification is an examination that an organization conducts into a competitor’s life, including whether they have a lawbreaker record, as well as screening their web-based entertainment.

Foundation screening/Pre-business screening

Foundation screening is a mix of two things; a record verification (as characterized above) and a reference check.

Adjusted scorecard

This is a sort of report which monitors the various undertakings and obligations that every worker inside an organization is liable for and executes.

Boycott the crate

This is a development that means eliminating the checkbox which inquires whether a candidate has a lawbreaker record, to stop the victimization of ex-wrongdoers.

Base compensation rate

This is the base fixed wage that a worker is qualified for getting from their manager.

Social capability

Having social capability implies you have the essential capacity in regions connecting with cooperation, specialized information, relationship-building abilities, and so on to be viewed as a suitable contender for a position.

Conduct based interview

A conducted interview is a meeting that centers around your past reactions to circumstances inside and beyond work. These meetings, assist businesses with assessing how an up-and-comer will respond to work circumstances later on and in this manner whether the competitor is reasonable for the gig.

Social gamble the executives

This is the administration of chance elements connecting with the way of behaving of representatives in the work environment, especially corresponding to the adverse consequence these conduct factors have on the efficiency of the organization.

Vocation arranging

This includes a singular preparation for a vocation, including laying out targets and objectives, as well as enlisting on projects or courses, which will assist with accomplishing these professional desires.


A competitor is an individual who is being considered for a specific work position.

Applicant experience

The applicant experience is the discernment that the up-and-comers have of their general insight all through the selection system.

Applicant gateway

This is a web-based area given by the organization where candidates can submit resumes, individual explanations, and other data, to go after unambiguous jobs or for future situations inside an organization.

Applicant driven recruitment

The candidate driven technique for recruiting puts the competitor first, zeroing in on the applicant’s needs and needs as opposed to the business; the point is to fabricate a good relationship with the applicant, instead of basically fill a task position.

Vocation appraisal test

This is a test that people can take to figure out what vocations they could appreciate as well as find lasting success in. The test includes a progression of inquiries intended to perceive an individual’s capacities, different preferences and, resultantly, what profession they may be fit to.

Mental capacity testing

Mental capacity testing is a kind of testing that spotlights on the scholarly parts of the person which might help or block them in a specific position, including fitness testing, execution testing and planned evaluations.


Remuneration is given to a representative in return for that worker working for, or offering a support to an organization. This is simply one more approach to saying ‘compensation’ or ‘wages’.

Compensatory time-off plan

This is an option in contrast to compensating representatives double time. Rather than representatives being compensated for double time, the additional hours they work are added to how much paid leave they are given.

Contingent staff

Contingent staff are representatives who work for an organization briefly; they can be consultants or impermanent provisional laborers.

Center capabilities

Center capabilities are center characteristics (as opposed to capabilities) which influence your reasonableness for a position. Different center capabilities are wanted by various organizations and incorporate capacities, for example, however, are not restricted to: navigation, critical thinking, relationship building abilities, the capacity to work with others and having composing/relational abilities.


This is the typical amount of cash an organization spends on obtaining another worker.


A counteroffer is a deal which is made as an option in contrast to a proposition which has recently been made (for instance, assuming that proposition is dismissed).

Introductory letter

An introductory letter is a letter which sums up the accompanying records, in a competitor’s case this would be their resume. It might likewise contain a clarification with respect to why they have chosen to present their resume and why they need to work at that specific organization.

Direct recruit

This is where a particular competitor is offered a position straight by the organization.

Direct situation

This is an interaction which straightforwardly interfaces a possible candidate with an employer.

DOE-Relies upon Experience

This is a limitation that organizations can connect to a request for employment rather than a decent compensation; the compensation a competitor is paid is reliant upon the amount of involvement the up-and-comer possesses in the field.


E-learning is basically learning, or assisting your schooling, on the web. This can incorporate the finishing of online courses and acquiring on the web capabilities.

Employee appraisals

These are appraisals that expect to assess the presentation of representatives or likely workers and which likewise assist the organization with recognizing ways of further developing worker commitment and efficiency.

Employee reference program

Employee reference programs permit organizations to track down new likely workers through the proposals of previous representatives.

Manager Branding

It includes developing a working environment, personality separate from other comparative organizations a character which businesses should rest assured will arrive at likely competitors and which will ideally cause the organization to appear to be attractive to the candidate.



  • Recruiting
  • Enlistment
  • Employment
  • Hiring


  • Unemployment
  • Rejection
  • Removal


first known use

First recorded in 1815–25. Employee recruitment as we know it today originated as a product of World War II. It came about from the gaps in the workplace that resulted from the call for men to join the war efforts. A lot of vacancies emerged in the workplace, which gave birth to staffing agencies.



Latin- cooptatione


French- recrutement

Spanish- reclutamiento

Portugese- recrutamento


Use cases

  • The college student was not able to pick out the recruitment glossary from the system.
  • The writers updated the recruitment glossaries in other to assist those who are recruiters.
  • The recruitment glossaries were not written alphabetically by the college students.


Video explanation of Recruitment

This video will give you a further explanation of recruitment, its acronyms, and some glossaries.



Recruitment is a basic piece of any association, Recruitment glossaries are made to assist you with exploring every day, employing work and furthermore to help people who are effectively looking for something important to acquire information in the word recruitment.


Frequently Asked Questions

What’s the contrast in the range of 180 and 360 recruitment?

The point of the 180 recruitment process is equivalent to the 360, yet it includes fewer advances, indeed, half as a matter of fact. Its assumed name of ‘conveyance recruitment’ summarizes the cycle well. The job basically just spotlights on the ‘conveyance’ of the candidate as opposed to the getting of the client.

What is the recruitment pipeline?

What is a recruitment pipeline? Selecting pipelines is a method for envisioning your recruiting cycle across time. Every pipeline relates to one work. Competitors enter your employing cycle from one end and, stage by stage, the more qualified applicants progress through the pipeline until one individual is recruited.

What is a recruitment channel?

A recruitment pipe is a system that characterizes the phases of the recruitment cycle from beginning to end. The excursion through the enlistment pipe limits the competitor pool until one is chosen to employ.



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