# Glossary — recruitment consultant

Definitions are written in our own words; each entry links its source for
verification. (Paraphrased from Wikipedia — no text copied.)

## Applicant tracking system (ATS)
Software that manages the whole hiring funnel electronically — from posting a
job and collecting applications to screening, communication and hiring
decisions. For recruiters it is the system of record: every candidate
interaction should be traceable in it.
Source: https://en.wikipedia.org/wiki/Applicant_tracking_system

## Recruitment
The end-to-end process of finding people for roles: identifying the need,
sourcing and screening candidates, shortlisting, interviewing and hiring. It
can be done in-house, by agencies, or by specialist search firms depending on
seniority and market.
Source: https://en.wikipedia.org/wiki/Recruitment

## Structured interview
An interview format in which every candidate gets the same questions in the
same order, so answers can be compared reliably. In hiring it reduces
interviewer bias and makes decisions defensible.
Source: https://en.wikipedia.org/wiki/Structured_interview

## Employer branding
The deliberate management of a company's reputation as a place to work,
including its employee value proposition. Strong employer brands lower
sourcing effort because candidates come pre-convinced.
Source: https://en.wikipedia.org/wiki/Employer_branding

## Onboarding
The process through which new hires acquire the knowledge, skills and
behaviours to become effective team members. For recruiters it matters
because a bad onboarding undoes a good hire.
Source: https://en.wikipedia.org/wiki/Onboarding

## Human resource management system (HRMS/HRIS)
Integrated HR software that combines employee data, payroll, recruitment,
benefits and performance management in one system. Recruiting data usually
flows from the ATS into the HRMS at the moment of hire.
Source: https://en.wikipedia.org/wiki/Human_resource_management_system

## Executive search
A specialized, usually retained recruitment service that proactively
approaches highly qualified candidates for senior and executive roles rather
than waiting for applications. Used when the target group is small and mostly
not actively job-seeking.
Source: https://en.wikipedia.org/wiki/Executive_search

## Background check
Verification that a candidate is who they claim to be — education, employment
history and, where legally permitted, criminal records. Scope and legality
differ strongly by country; in the EU it is constrained by data-protection
law.
Source: https://en.wikipedia.org/wiki/Background_check
