Have you ever had a colleague start to drop recruitment buzzwords like “ATS” or “DEI”, and you’re sitting there like, is this a hiring meeting or a game of Scrabble? 👀
If this sounds like you, then allow us to clarify some acronyms and phrases you’re likely to come across as you scale your team.
Think of an ATS as your recruitment command centre. It automates the entire hiring process, keeping all your jobs, applications, candidate communications and each stage of the hiring journey documented in one handy platform.
A passive candidate isn’t just someone who’s lounging on the couch, waiting for a job offer to fall from the sky (we can all dream though 😮💨). They’re usually pretty content where they are, or they’re simply unaware of your company. This is where a Talent Partner comes in, to engage them with the magic of active sourcing (we’ll get to that one now!)
Active sourcing is the process of proactively searching for, and engaging with, potential candidates for your roles. The best Talent Partners know which platforms and events to visit, as well as how to perfect an outreach message that will capture the talent’s eye and spark interest. Don’t dismiss this as simple LinkedIn requests - active sourcing is a craft that not many can master, but the best Talent Partners can make it look oh-so-easy.
Your employer brand is basically your company’s vibe, what people think of you before they join the team. Employer branding sets apart the companies known for their specific mission, culture and benefits and the one’s that are just.. there. Do not ignore employer branding, or candidates will be more likely to ignore you. 🫣
It’s pretty self explanatory: the amount of time it takes for a candidate to enter the pipeline to job offer acceptance. Not to be confused with ‘time-to-fill’, which is the time it takes for the role to be kicked off, to when it closes. You want to aim for these to be as short as possible, and both are extremely important when it comes to the candidate experience. Let’s cover that one next. 😉
Candidate experience is also exactly what it sounds like: the journey a candidate takes from the moment they enter your hiring process, and each contact point along the way. Whether a candidate becomes an employee or not, the aim here is to ensure everyone has a positive experience of interviewing with your company. This means providing timely updates, clear communication and showing a sense of respect at each stage of the process. A great candidate experience can create a lasting impression and even boost your referrals and employer brand!
DEI isn’t just a checklist; it’s about bringing people from different backgrounds, experiences and perspectives into your team. When you embrace DEI, you’re actively seeking talent from underrepresented groups, valuing different life experiences and breaking down barriers that may otherwise hold great candidates back. When your team is made up of different voices, ideas and experiences, you’re setting yourself up for success in ways a homogenous team simply can’t match.
Hiring syncs aren’t just another boring status update meeting––they’re a chance for the Talent Partner and hiring manager to align on hiring needs, whether that’s over a call or asynchronously through messages and docs–– or both. Some hiring teams use them to brainstorm solutions to hiring blockers, or simply know there is a dedicated time to run through specific roles. It’s a moment for everyone to ensure you’re all moving smoothly towards your hiring goals.
We’ve all heard of culture fit, which essentially means hiring someone who already blends in with your company’s vibe. However, there’s a new shift in the market: the culture add. Hiring for culture add opens the doors to fresh ideas and perspectives. It’s not about finding someone who fits in perfectly, but someone who can make the team better by bringing something new to the table.
The unicorn in recruitment is that mythical, perfect candidate who checks every box––skills, experience, personality and more. The catch? Unicorns don’t actually exist. 🙃
Perfection in candidates is a myth. While it’s tempting to hold out for the “perfect” fit, the reality is that the best hires come from hiring someone with room to grow and improve. You should hire for skills and experience, yes, but also focus on finding candidates with the potential to grow and a willingness to learn.
Now that you’re equipped with the right jargon and can speak the language of talent, let’s start hiring!