HR and recruiting definitions

In order not to lose the overview in the jungle of terms around HR and recruiting topics, Kooku lists the most important definitions as a FAQ.

Active sourcing is the active search and approach of potential candidates for a company who fit a vacant position or whose profile could be of interest to the company.

Agility means that an organization has the ability to react flexibly and proactively to unforeseen events or requirements and to be proactive rather than reactive with regard to change. This applies not only to companies, but also to individuals.

A requirements profile provides a detailed description of the professional and personal competencies needed to successfully perform the tasks of a vacant position.

The cover letter is mainly assigned to the application process and is structured like a formal letter. In this, applicants provide information about their technical and professional background as well as their motivation for wanting to work for a particular company.

As part of talent management, applicant management fulfills an important role. In doing so, it encompasses the various stages of an application process. From the job advertisement through the selection process to the conclusion of the same. Successful applicant management also goes hand in hand with cost and time savings and has a positive impact on employer branding.

Candidate Experience refers to the sum of experiences and perceptions that an applicant gathers with a company during the application process

Corporate identity (CI) is the term used to describe the totality of all characteristics that make a company unique and distinguish it from other companies.

Coworking comes from the English language and means something like “working together”. It is characterized by the sharing of office space between digital nomads, freelancers, startups but also larger companies, who work independently but at the same time together in a collaborative environment.

Diversity management is a subarea of human resources management and has the task of promoting the diversity of employees in social, cultural and ethnic terms and using this for the benefit of the company.

Employer branding is the process of building and maintaining an attractive employer brand. Here, its values and the characteristics that make the company unique play a crucial role in presenting an authentic image to potential employees.

Generation Z comprises all birth cohorts from 1995 to around 2010 and represents the successor generation to Generation Y. Generation Z individuals bring with them many new traits and characteristics. Above all, however, they are digital natives from birth and are growing up in a digital world.

High potentials are graduates who have both high qualifications and a high level of commitment. They are characterized by special talents and have not only achieved above-average performance during their studies, but also possess a high level of personal and social competence as well as holistic thinking skills that enable them to perform leadership and project management tasks.

Home office or telecommuting means that an employee of a company performs his or her work from home while maintaining electronic contact with the company and transmitting his or her work results online.

The HR Scorecard is a multidimensional instrument that is used in personnel controlling. Companies thus have the opportunity to assess not only the efficiency of the HR department, but also the value added in the HR area.

Key performance indicators (short: KPIs) are key figures that reflect the company’s performance, i.e. its success or failure, and at the same time serve as targets. Processes in companies can thus be controlled and optimized through appropriate measures.

The longlist is a detailed list containing information about all potential candidates that have been considered in the recruitment process for a vacancy to be filled.

Mobile recruiting refers to recruiting via mobile devices such as smartphones, tablets, etc.. It enables applicants to apply for an advertised position directly via the mobile career site or corresponding apps.

New Work describes the working world of the future, in which terms such as digital transformation and Working World 4.0 play a central role.

Onboarding means the systematic integration of a new employee into the company and his or her area of work with the help of targeted measures designed to enable the employee to find his or her way more easily in his or her new working environment.

The one-click application means that applicants can apply to a potential company with the click of a mouse using a current profile from the career networks.

Recruitainment is made up of the words recruiting and entertainment. This method is therefore about the playful acquisition of new employees. For both the applicant and the company, this method offers the opportunity to determine within a short time whether the company and the applicant are a good match.

Remote work means that an employee of a company can perform his or her work at any location while keeping in touch with the company online or by phone.

The shortlist is the result of the cut from the longlist. The list includes a narrow selection of potential candidates for a vacancy to be filled.

Soft skills (soft factors) are abilities that go beyond professional competencies and directly affect the personality. They include personal, social and methodological skills, such as self-discipline, empathy or presentation techniques.

A talent pool is a database that is an important tool in recruiting potential new employees, because it stores the profiles of promising candidates.

The war for talent refers to the increasingly fierce competition between companies for highly qualified employees on the labor market.

Work-life balance is finding a balance between personal and professional life on the part of both employers and employees.

Work-life integration, in contrast to work-life balance, means that work life and private life are combined in an integrative manner and are not two separate areas.

A target company list represents the basis of a research for the identification of suitable candidates for a position to be filled. In addition to the relevant contacts from different company divisions, this list also contains further information about the target companies where potential candidates may work, e.g. the number of employees and their locations.