HR Terms To Know

Recruiting and hiring talent is perhaps the most essential part of any Human Resources department. As such, it is vital for Human Resource leaders, recruiters and hiring managers to be well-versed in the terminology used within the field to accurately discuss job vacancies, applicant qualifications, and other related HR topics. Below, this article will explore some of the most common HR terms that all recruiters and hiring managers should have in their vocabulary to ensure success.

Job Description: A job description is a document that outlines the essential responsibilities, duties, and qualifications of a role. Typically these descriptions include details such as job title, salary range, required skills and experience, benefits package, and more. Job descriptions should be reviewed and updated to ensure they remain relevant to current market conditions as well as the organization's needs.

Candidate Sourcing: Candidate sourcing is simply the process of locating potential applicants for an open position. This can involve using a variety of methods such as job postings, referrals, networking, career fairs, events, and other recruitment tactics. The goal of candidate sourcing is to attract qualified applicants who are the best fit for the company culture and values.

Employment Branding: Employment branding is the practice of marketing the organization's reputation as an employer of choice. It involves creating a positive image of the company and its workplace culture in order to attract top talent and retain current employees. This can include efforts such as communicating with potential applicants, creating job postings that reflect the company’s values, and highlighting employee benefits on social media. Things such as diversity initiatives, employee wellness, workplace flexibility, an inclusive workplace and the ability for career growth are all positive aspects of employment branding for business leaders to showcase.?

Background Check: A background check is a screening process conducted by employers to verify information about an applicant's past. These checks often include verifying educational qualifications, criminal records, and prior employment history. Background checks are essential for ensuring that companies hire only qualified candidates who have no material conflicts that could affect their performance or safety in the workplace.

Compensation: Compensation includes both the monetary and non-monetary rewards that employees receive for their work. It can include items such as salary, bonuses, benefits, vacation time, training opportunities, and more. Compensation should be competitive in order to attract and retain top talent. Salary guides, like this one are a great tool to have as an HR expert.?

Employee Engagement: Employee engagement is the connection that employees feel with their organization and its mission. It can be measured by employee satisfaction surveys or other metrics that track how motivated and productive workers are in their roles. Companies should strive to foster a positive workplace environment in order to keep employees engaged and committed to the company’s success.

Performance Management: Performance management is a process of setting and tracking employee performance goals over the course of the year. This involves defining key performance indicators (KPIs) that measure how well employees are meeting the company's expectations, providing regular feedback to employees on their progress, and rewarding individuals who exceed their targets. Performance management is an important tool for employers to ensure that employee productivity as well as their teams are staying on track towards success and their career goals.

Employee Development: Employee development refers to activities that help employees learn new skills, become more productive, and grow professionally. Examples include offering training programs, mentorship opportunities, job shadowing experiences, and other learning initiatives. Employee development can be beneficial for both the company and its workers as it increases morale, boosts engagement levels, gives opportunity for conversations around career advancement opportunities, and helps to close any skills gaps.

Recruiting: Recruiting is the process of finding, attracting, and hiring qualified candidates for open positions. This involves sourcing potential candidates through job postings, referrals, career fairs, and other tactics. It also includes screening applicants to ensure they meet the required qualifications, conducting interviews to gauge their suitability for the role, and negotiating salaries and benefits. An effective recruiting strategy can help organizations find the best talent for their teams.

Onboarding: Finally, onboarding is the process of orienting new employees to the organization’s culture, policies, and procedures. Activities such as providing an overview of company values and expectations; introducing them to their colleagues; setting up any necessary equipment; reviewing job duties; and explaining benefits and other perks. Onboarding is a crucial part of the hiring process as it helps ensure that new employees feel comfortable and supported in their roles.

As staffing , recruitment and executive search experts , our teams at Scion are keenly aware of HR terms, trends and are thrilled to serve as a resource for our client and talent partners. To learn more about working with our expert team, contact us today!