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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