Staffing Glossary

An independent contractor who directs their own work.

A candidate that submits a formal application for a job.

Software used to support recruiting and hiring initiatives. This application gathers information on potential candidates and filters them based on their qualifications.

Ability of a computer or machine that performs intellectual tasks similar to humans. 

A person born between 1946 and 1964. This time period marked an increase in births following World War II.

A process an employer utilizes to confirm an applicant’s criminal history, credit history, and other records.

An interview strategy used to learn how a candidate will react under certain job-related situations based on their past experiences.

Various types of non-wage compensation offered by an employer.

Rate an employer pays a staffing firm for sourcing, qualifying, recruiting, interviewing, and payrolling their contractor.

Work dress code considered casual attire with some components of professional wear.

Technology used by businesses to analyze data and leverage actionable insights to help make decisions. 

A formal dress code in the workplace.

An individual who is being considered for a job opening. A candidate is a job seeker who has submitted his or her resume, or applied to a position in the hopes of attaining a position best suited to his/her specific skill set. A candidate may be seeking a full time or a temporary position and often will work with a recruiter to determine the job roles for which they are best qualified.

A candidate’s perception of a company throughout the hiring process.

An event for employers and recruiters to source and attract potential employees. Historically, career fairs have been in-person events, but virtual career fairs have also become popular. Colleges and Universities regularly host and promote career fairs to connect their graduating students with prospective employers.

A person who is employed on a temporary basis; either as a W2 employee, or independent (1099) contractor.

A hiring methodology used by companies to engage workers who are temporary employees of a third-party staffing agency.

A hiring methodology used by companies to engage workers who are temporary employees of a third-party staffing agency, with the intention of hiring the employees directly.

When a contractor performs services under an incorporated business entity instead of as an employee.

The sum of internal and external recruiting costs divided by the total number of hires in a specific time frame.

A document sent in conjunction with a resume for the purpose of providing additional information about the candidate that is relevant to the job opening.

An individual whose personality and values align with their employer. 

Detailed document covering someone’s past work and academic history.

Direct Placement involves the placement of a candidate with a hiring firm on a full-time basis. In this method of staffing, the staffing firm performs a comprehensive screening of all viable candidates and the hiring firm will then interview only the best pre-screened candidates. The staffing firm is typically compensated based on a percentage of the yearly salary of the hired candidate.

Understanding that each individual is unique regardless of gender, religion, ethic background, socio-economic status, physical abilities and any other ideologies. 

Employer non-wage offerings that go beyond compensation and benefit, such as a company car, free meals, vacation time, flexible schedule, etc. 

The dismissal of an employee’s duration at a company.

Replacing an employee with a new employee.

Offerings provided by an employer as an exchange for the skills and experience a candidate brings to the organization. 

An employer’s reputation in the marketplace.

A business that matches candidates to an employer’s job openings.

Statutes that prohibit discrimination in the workplace. This federal agency is responsible for enforcing laws, providing legal assistance to complainants, and providing guidance to employers.

Recruiters specialized in sourcing executive employees, such as directors, high-level officers, senior managers, etc.

Specialized recruitment services to source and recruit for senior-level and executive jobs.

Interview conducted to gather information about an employee’s experience of the company before their departure.

A social media platform created to stay in touch with family and friends through photographs, videos, and messages.

Self-employed individuals who work for different companies to perform specific responsibilities.

Using game principles in activities to boost engagement.

A person born between 1996 and 2010. This generation grew up with the internet and social media.

The bill rate minus the sum of the pay rate plus all payroll burden costs which leaves the gross profit in dollar amount. 

The gross margin in the form of a percentage of sales. Calculated by gross margin dollar per hour divided by the bill rate.

A particular type of Visa work authorization for non-U.S. citizen. The US H1B visa is a non-immigrant visa that allows US companies to employ foreign workers in specialty occupations that require theoretical or technical expertise in specialized fields such as in architecture, engineering, mathematics, science, and medicine.

A professional who searches for potential candidates who are employed elsewhere to fulfill a job vacancy.

Steps used throughout your recruitment to identify, source, and retain top talent.

Plan on how to hire the best candidates to fulfill your job vacancies.

Department within a business or organization that is in charge of hiring, onboarding, training, administration, company development, culture, and performance management.

Form that identifies legal authorization to work in the United States.

Attracting candidates through search engine optimization (SEO) efforts, blog posts, social media, email marketing, and other content advertising.

Using internal employees or resources to complete a task that was once outsourced. 

Employee most likely a member of the human resources department that is in charge of filling job vacancies.

Meeting between a candidate and hiring manager to discuss the candidates skills and qualifications for a job vacancy.

The person conducting the interview; typically the hiring manager or recruiter.

List or narrative that covers a job’s duties, responsibilities, required credentials, etc.

When a candidate or employee cuts off communication with a company or employer without notice.

Refers to a request to a staffing firm or employment agency to refer applicants for a specific position. A job order is the specific set of requirements set forth by an employer for an actual position. Also referred to as a Req.

An individual looking for a job.

Measurement to evaluate success of specific objectives or activities within an organization.

Social networking platform used to connect professionals and job seekers to job opportunities.

An authorized leave from work, in which the employee maintains employment rights.

Long-term and Contract Staffing involves a staffing firm supplying employees to work on long-term, indefinite assignments. Employees are recruited, screened, and assigned by the staffing firm.

A company that takes on primary responsibility for managing an organization’s contingent workforce program. An MSP may or may not be independent of a staffing supplier. MSPs often promote themselves as vendor neutral. Typical responsibilities of an MSP include overall program management, reporting and tracking, supplier selection and management, order distribution and often consolidated billing.  Ex. Ciber, HCL

The percentage added to the temporary employee’s hourly pay rate to reach the bill rate.

A person born between 1981 and 1996.

The process of bringing a contingent worker into a position with a goal of providing them all the necessary tools to be productive as soon as possible.

On-site coordination of a customer’s temporary help services through an exclusive, long term general contractor relationship with a temporary help company. The designated vendor on-premise may enter into subcontracting relationships with other temporary help suppliers, or such relationships may be specified by the customer.

Business or organization that hires an outside or foreign supplier.

An interview in which there are multiple interviewers that make the hiring decisions.

Outside company that specializes in the payrolling process for their clients. This service monitors employee time, wages, onboarding, benefits, etc.

The length it takes for a candidate to move from one stage of the hiring process to another.

Interview conducted through mobile devices.

A Placement occurs when a staffing firm brings together a job seeker and an employer for the purpose of establishing an ongoing employment relationship.

Questionnaire a part of the job application designed to find which applicants are the most qualified.

A business that sources and attracts candidates to their client’s job vacancies.

A Recruiter is the person within a staffing firm who is responsible for identifying and screening/evaluating qualified candidates for an open position within a client business. The Recruiter generally works closely with the hiring firm to determine which candidates are best suited for any open positions.

Employer’s marketing efforts toward attracting candidates to their job openings through brand awareness and showcasing their internal culture.

Data used to measure an organization’s recruitment efforts.

When an employer contacts a candidate’s previous managers or coworkers to receive a testimonial about the candidate’s previous work experience and skills.

Referring someone to a job opening.

An employee who works outside of the traditional office environment.

Letter composed to announce the author’s intent to leave their current position.

Document that highlights a candidate’s work experience, skills, and certifications.

Fee paid to a staffing agency for their services to source a candidate whether or not a hire is made.

Specific, measurable, attainable, relevant, time-based criteria for creating goals.

Website application that allows for social networking and sharing of content.

The use of social media sites, blogs, and websites to source potential candidates for job vacancies.

The frequency of sources that converted into a hire.

Searching for a qualified candidate for a job opening.

Weekly gross profit based on a 40-hour workweek.

Recruiting on behalf of a client to fill their job vacancies in exchange for a fee.

Method of answering interview questions by first introducing the situation of the task. Step two is to identify what was needed to get done in the situation. Step three is to describe the action. Step four is to present the results.

A Client Manager’s submittal of a candidate to a client company/hiring manager.

Temporary Staffing involves the placement of human resources for non-permanent employment needs. The duration of the placement may have specific parameters or be undefined.

Time it takes from the start to the end of a hiring process.

Social media platform created to broadcast short content.

Benefits paid to workers who are laid off through no fault of their own. The government pays these benefits from taxes assessed to the employer.

The number of the labor force divided by the number of unemployed.

Job opening that needs to be filled.

Technology that allows a hiring manager to ask questions in which the candidate records their responses in a video.

An internet-enabled, often Web-based application that acts as a mechanism for business to manage and procure staffing services (temporary help as well as, in some cases, permanent placement services) as well as outside contract or contingent labor. Typical features of a VMS include order distribution, consolidated billing and significant enhancements in reporting capability over many systems and processes. Ex. Zero Chaos, Fieldglass, Guidant

Tax form that displays payroll taxes paid and withheld from compensation.

IRS form that an employee fills out to let the employer know how much money to withhold on your paycheck for federal taxes.

Benefits paid to workers who are injured on the job. The staffing service’s insurance carrier pays these benefits by premiums paid by the staffing service.

The internal environment of a business or organization.