Staffing Industry Terms
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In the staffing and recruitment industry, a thorough grasp of specific terminology is essential. This glossary provides concise, clear definitions of the most important terms used in staffing and human resources. It’s an invaluable resource for both seasoned professionals and those new to the field, offering insights into essential concepts and practices that drive effective staffing and talent management. This guide is a key tool for navigating the complexities and nuances of the staffing industry.
- Absenteeism
- Applicant Tracking System (ATS)
- Background Check
- Benefits Administration
- Candidate Experience
- Career Development
- Compensation
- Compliance
- Contingent Workforce
- Diversity and Inclusion
- Employee Engagement
- Employee Relations
- Employer Branding
- Exempt vs Non-Exempt Employees
- Flexible Work Arrangements
- Headhunting
- HR Analytics
- Human Capital Management (HCM)
- Interviewing
- Job Analysis
- Job Description
- Labor Relations
- Learning and Development
- Offer Management
- Onboarding
- Outplacement Services
- Pay Equity
- Payrolling
- Performance Appraisal
- Performance Management
- Permanent Placement
- Recruiting
- Redundancy
- Retention Strategies
- Sourcing
- Staffing Agency
- Succession Planning
- Talent Acquisition
- Talent Management
- Talent Pool
- Temporary Staffing
- Total Rewards
- Workforce Management
- Workforce Planning
Absenteeism
The habitual non-presence of an employee at their job.
Applicant Tracking System (ATS)
Software for tracking and managing job candidates.
Background Check
The process of verifying a candidate’s history, including criminal record, employment history, and qualifications.
Benefits Administration
Managing employee benefits such as insurance, retirement plans, sick leave, vacation, etc.
Candidate Experience
The perception of a job seeker about an employer based on the recruiting process.
Career Development
Programs and opportunities offered to employees to advance their skills and career paths.
Compensation
The total amount of the monetary and non-monetary pay provided to an employee by an employer in return for work performed as required.
Compliance
Ensuring adherence to laws and regulations concerning employment.
Contingent Workforce
Non-permanent workers like freelancers, consultants, and temporary workers.
Diversity and Inclusion
Creating a diverse workplace and ensuring all employees feel included and valued.
Employee Engagement
The level of enthusiasm and dedication an employee feels toward their job.
Employee Relations
Managing the relationship between employers and employees, including conflict resolution.
Employer Branding
The reputation and attractiveness of an organization to potential and current employees.
Exempt vs Non-Exempt Employees
Categories of employees based on eligibility for overtime pay under the Fair Labor Standards Act.
Flexible Work Arrangements
Work schedules that allow an employee to vary arrival and/or departure times.
Headhunting
Targeted recruitment of high-value candidates.
HR Analytics
Data analysis to inform HR practices and strategies.
Human Capital Management (HCM)
A set of practices related to managing and developing the workforce.
Interviewing
The process of assessing candidates through formal conversations.
Job Analysis
The process of studying and collecting information regarding the operations and responsibilities of a specific job.
Job Description
A written account of a job’s duties, responsibilities, and requirements.
Labor Relations
The management of relationships between the organization and its unionized employees.
Learning and Development
Programs aimed at expanding employees’ skills and knowledge.
Offer Management
Extending job offers and negotiating terms with candidates.
Onboarding
Integrating new employees into an organization and its culture.
Outplacement Services
Assisting laid-off employees in finding new jobs.
Pay Equity
Ensuring all employees are given equal pay for equal work.
Payrolling
Outsourcing administrative and payroll tasks for contingent workers.
Performance Appraisal
The evaluation of employee performance against set standards.
Performance Management
Improving employee performance through objectives, feedback, and training.
Permanent Placement
Finding candidates for permanent employment positions.
Recruiting
Finding and attracting candidates for employment.
Redundancy
The elimination of jobs due to no longer being needed.
Retention Strategies
Methods to keep talented employees within an organization.
Sourcing
Actively searching for and engaging potential candidates.
Staffing Agency
An organization that matches employers with job seekers.
Succession Planning
Preparing for future leadership roles by identifying and developing internal candidates.
Talent Acquisition
Finding and acquiring skilled human labor for organizational needs.
Talent Management
Managing the development of talent within an organization.
Talent Pool
A database of potential job candidates.
Temporary Staffing
Providing employees for short-term assignments.
Total Rewards
The complete package of compensation, benefits, learning opportunities, and other perks offered to employees.
Workforce Management
Optimizing employee productivity.
Workforce Planning
The strategic alignment of an organization’s workforce with its business goals