Leveraging Artificial Intelligence (AI) to automate tasks and enhance various aspects of the recruitment process, including candidate sourcing, screening, scheduling, and data analysis. This technology streamlines workflows, improves efficiency, and allows recruiters to focus on more strategic aspects of hiring.

The process of connecting an Applicant Tracking System (ATS) with other HR software, such as a Human Resources Information System (HRIS), Candidate Relationship Management (CRM) system, or video interviewing platform. ATS integration allows for the seamless transfer of candidate data between systems, improving efficiency and reducing manual data entry in the recruitment process.

Data-driven reports and visualisations generated by AI to inform recruitment decisions. These insights can include fit scoring (how well a candidate aligns with the role requirements), engagement scores (candidate interest in the position), pipeline trends (movement of candidates through the hiring process), and candidate discovery (identification of suitable candidates who may not have actively applied). Actionable insights empower recruiters to make data-driven decisions and optimize their recruitment strategies.

Individuals actively searching for new jobs. They might be unemployed, looking for a better opportunity, or browsing online platforms, attending job fairs, or contacting companies directly.

An agency recruiter works for a staffing agency, finding candidates for multiple client companies across various industries or job types. They typically specialise in specific industries or job types.

A company that acts as an intermediary between an employer and an insurance carrier, managing the enrolment, administration, and compliance aspects of employee benefits plans. AORs are responsible for ensuring that the employer's benefits plans comply with legal requirements and are properly administered.

Software used by recruiters to streamline hiring. It helps manage tasks like advertising jobs, sorting resumes based on keywords, and scheduling interviews.

The number of applications received for a particular job vacancy. This metric helps gauge the level of interest in the position and the effectiveness of your recruitment channels.

The document a candidate fills out to express their interest in a position.

A series of activities, like simulations, group exercises, and tests, used to assess a candidate's skills, knowledge, and suitability for a role, often used for senior positions.

The use of technology to streamline the initial evaluation of job applicants. This can involve tools such as resume parsing, keyword matching, and skills assessments. Automated screening helps to reduce time spent on reviewing unqualified applicants and allows recruiters to focus on more promising candidates.

An award wage is the minimum hourly or salaried rate of pay that an employer is legally required to pay their employees, as set out in a modern award or enterprise agreement. These awards are determined by the Fair Work Commission (FWC) in Australia and cover a wide range of industries and occupations.

The fixed amount of regular pay an employee receives before bonuses or commissions.

Focuses on past experiences and how a candidate handled specific situations. It helps predict future behaviour and how they might approach challenges in your role.

A search strategy using keywords and operators (AND, OR, NOT) to find relevant candidates.

The overall experience a candidate has throughout the recruitment process.

The process of using AI algorithms to match candidates with relevant job openings. These algorithms consider a candidate's skills, experience, education, and other qualifications to identify the best possible fits for open positions. Candidate matching helps to improve the quality of applicants and expedite the hiring process.

A metric that measures a candidate's likelihood to recommend your company's recruitment process to others. It helps identify areas for improvement in the candidate experience.

A group of qualified candidates you've identified through sourcing efforts, currently at different stages of the recruitment process - from applying to interviewing.

Measures a candidate's experience with the recruitment process.

The process of evaluating and choosing the most suitable candidate for a job opening based on their qualifications, skills, experience, and fit with the company culture. Candidate selection involves various methods such as resume screening, interviews, assessments, and reference checks to determine the best match for the position.

Core principles that guide the company's behaviour and decision-making.

The total value of an employee's remuneration, including salary, bonuses, commission (if applicable), and benefits. A competitive compensation package is essential for attracting and retaining top talent

A competency framework is a defined set of skills, knowledge, and behaviours that are considered essential for success in a specific role within an organisation. It outlines the attributes that a high-performing employee in that role would demonstrate.

Tailored to specific skills and qualities needed for the job. The interviewer asks questions to assess if the candidate has the necessary competencies (knowledge, skills, and behaviours) for success.

A contingency recruiter gets paid only if they successfully place a permanent candidate in a client's role. This incentivises them to find a quick match, often focusing on high-volume recruitment.

AI-powered chatbots designed to assist candidates with various tasks during the recruitment process. These chatbots can answer questions about the company or role, help with job searching and screening, and even schedule interviews. Chatbots provide a convenient and accessible way for candidates to interact with potential employers.

The total cost incurred to fill an open position, including advertising, recruitment fees, background checks, and onboarding expenses.

An offer from a candidate's current employer to keep them from leaving.

A personalised document that accompanies a resume, highlighting a candidate's qualifications and interest in the specific role.