For hiring teams new to recruitment software, the terminology can be confusing. Here's a brief introduction to the terms and abbreviations you'll see while you're familiarising yourself with your new technolgy:-

Applicant tracking software (ATS) : Your applicant tracking software lies at the core of an effective recruitment software system, managing your entire hiring process. Your ATS does exactly as it suggests, it screens your candidates based on your criteria and identifies those most closely qualified for your vacancy. Additional features include automated updates to candidates via SMS, personalised e-mails, self-scheduled interviews and mandatory background screening requests during onboarding. Additional pre-hire assessments such as video screening and online psychometric assessments can also be integrated through your ATS

AI & automation : In recruitment, artificial intelligence is used to automate time consuming activities through your ATS, such as sourcing, screening and scheduling. Automation of repetitive, high volume tasks in the recruitment workflow streamlines the hiring process, creating a better candidate experience.

Cloud software : Cloud software, or cloud computing, is remote software delivered to your business through the internet. It was predicted to become one of the biggest HR tech trends in 2017 by Forrester[1] as companies move from premise based infrastructure to services delivered through the cloud. For hiring teams, cloud based recruitment software provides more agility, flexibility and scalability in your talent acquisition processes. It also enables your business to keep pace with rapid advances in HR technology and drive innovation faster.

You may also encounter the phrase SaaS (software as a service) which refers to software designed specifically for web based delivery, supplied on demand and supported by your recruitment software provider. It removes the need for on-site maintenance or ongoing technical support.

CV parsing : The process of CV parsing identifies and extracts information from a candidate’s CV to transfer into their record. That data may include specific qualifications or work experience, fo rexample. CV parsing enables HR to manage electronic documents more efficiently and offer a simpler application process which is essential to engage with talent.New Call-to-action

Gross negative disqualifiers (GND) : GND or ‘killer’ questions are used during initial candidate screening to enable job seekers to self-assess their suitability for your vacancy. GNDs screen out unqualified applicants based on both company and job specific criteria. Examples of GNDs include:-

  • Do you have a valid driving licence?
  • Are you over the age of 18?
  • Can you travel to XXX as part of your daily commute?

Recruiting CRM : CRM refers to candidate relationship management, a vital ingredient in every successful hiring process. Recruitment software incorporates a recruiting CRM which allows HR to engage with potential talent, build and nurture your talent pool and enhance your employer brand.

Situational judgement tests (SJTs) : In advanced screening, SJTs ask candidates a series of questions regarding the action they would take in a given hypothetical situation related to the job they are applying for. SJTs help HR to determine whether the applicant possesses the skills and attributes to successfully respond to the challenges of the role. 

Tagged applicants : Close match applicants and employee referrals need to be moved more quickly through your talent pipeline. Tagging those candidates through your ATS ensures instantly visibility and closer monitoring of their progress. Applicants received from recruitment agencies can also be tagged to differentiate their source of hire.

Talent pool : Also referred to as a talent bank or talent community, your talent pool is a database of potential candidates who may have expressed an interest in working with your business or were ‘close match’ applicants for your previous job posts. These candidates often possess skills which may be more suitable for future vacancies. Transfer them to your database - or talent pool - (with their permission) and provide regular automated updates on future job openings and company news. An engaged, informed talent community provides a source of qualified candidates for future job openings.

Recruitment metrics : Understanding your recruitment analytics – or recruitment metrics – is essential to improve your quality of hire and employee retention levels. Over time, the data gathered enables HR to make more informed decisions on candidate selection. Recruitment software provides comprehensive reporting on key metrics, including your time-to-hire, cost-of -hire, the source of your most successful hires and your job offer to acceptance ratio. Real-time dashboards give you instant, up-to-date clarity over your hiring process and provide your first straightforward step towards HR analytics.

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[1] Advorto : ‘The 2017 Tech Trends HR Can’t Ignore’, 4th January 2017

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