AI-powered dynamic content
Creates career site personalization and customizes the candidate experience so no two visitors get the same view of the organization e.g. recommends jobs and content.
ATS Agnostic
A software solution that is compatible with many different Applicant Tracking Systems (ATS). An agnostic solution can integrate and operate flexibly without being tied to a specific system or vendor.
ATS Integration
A process of connecting an ATS with other software tools, such as recruitment marketing platforms, job boards, and other HR systems, creating a seamless flow of data and processes. Enhances recruitment efficiency by automating data transfer, reducing manual entry, and ensuring consistency and accuracy across the hiring process.
Applicant
Individuals who have “applied” for a job opening. They have either sent a resume to the organization or completed an application.
Applicant Tracking System (ATS)
A software application designed to manage the recruitment process, enabling companies to organize, track, and filter job applications.
Call to Action (CTA)
An image or line of text that prompts potential candidates to take action such as to apply for a job, register interest in an event, download material or click a link. CTA’s are effective at getting potential candidates to apply for a role or join a talent community, increasing the success of the organization’s recruitment marketing strategy.
Candidate
A potential job seeker with some level of interest in working for your organization.
Candidate Conversion
Converting potential candidates into applicants who apply for a role within the organization (similar to marketers converting ‘leads’ into customers).
Candidate Engagement
The level of activity and the time spent by the potential candidate interacting with the organization e.g. content on the career site, attending events or research. The more active the individual is, the higher the level of engagement.
Candidate Experience
The result of all the interactions candidates have with the organization’s end-to-end recruitment process.
Candidate Journey
The summary of all touch points that a candidate will have with an organization from initial engagement to hire.
Candidate Marketing Automation
Using software tools to streamline and enhance recruitment by automating communication, engagement, and marketing activities targeted at potential job applicants. It aims to personalize the candidate experience, improve efficiency in talent acquisition, and maintain a consistent employer brand through various digital channels.
Candidate Nurturing
A recruitment marketing process designed to engage and convert potential candidates through the distribution of targeted, personalized messaging via multiple channels.
Candidate Relationship Management (CRM)
Allows recruiters to engage and nurture a pool of passive candidates that can be presented to the hiring manager for consideration at short notice. The CRM solution automates this process, making it easier to aggregate candidates, understand the candidate’s level of interest, sort and communicate to candidates for potential roles.
Candidate card/profile
The candidate’s activity and history stored in one centralized location in the Recruitment Marketing module. For example, nurture workflow communications, 2-way communications, resume, jobs applied for, and etc.
Candidate card/profile
The candidate’s activity and history are stored in one centralized location in the Recruitment Marketing module. For example, nurture workflow communications, 2-way communications, resumes, and jobs applied for.
Career Site
A dedicated area of an organization’s website, targeted to jobseekers, designed to showcase the EVP, open job opportunities and other recruitment information.
Chatbot
An AI software that can simulate a conversation with a user on a website or mobile app. It is designed to behave like and automate certain types of customer service or interaction tasks.
Content Management System (CMS)
A software application that is used to create and manage digital content. e.g. making it easy to build and maintain career websites.
Content Marketing
A strategy designed for the creation and distribution of content to attract and engage potential candidates to the organization. For example, blogs, videos, articles.
Conversion
In talent acquisition, conversion refers to a successful transition from potential applicant to applicant. More broadly, it refers to the successful transition of a candidate going through various stages of the recruitment process, leading to a job offer and acceptance.
Cookies
Cookies store all information about a browsing visitor, on a server. This information can be accessed, analysed and turned into actionable insights. E.g. what content are the visitors interacting with on the careers site.
Cost-Per-Hire
A metric that calculates the total expenses incurred during the hiring process divided by the number of hires made, assessing financial efficiency.
Diversity, Equity & Inclusion (DE&I)
In recruitment marketing, refers to strategies and practices aimed at attracting a diverse pool of candidates, ensuring fair and unbiased processes, and promoting an inclusive culture.
Employee Generated Content (EGC)
Stories, testimonials, videos, and content created by employees of an organization. A form of User Generated Content (UGC): a commonly used marketing tactic to build trust and connect authentically with a target audience.
Employee Retention
Strategies and practices aimed at keeping employees engaged and satisfied in their roles, reducing turnover within the company. E.g. creating a positive company culture, offering competitive benefits and development opportunities, and aligning the employer brand with the actual employee experience.
Employee Value Proposition (EVP)
The set of values that an employer offers to its employees (e.g. culture, work environment, salary, benefits) and can be used to attract new hires.
Employer Brand
The organization’s internal and external reputation and popularity from a potential employers perspective. It describes the employee value proposition, company values and benefits the company gives to its employees. The internal and external employer brand needs to be consistent through the employee’s journey.
Employer Branding
The process of creating and maintaining the organization’s employer brand.
Enhanced Responsive Job Descriptions
Enables the addition of any type of media, dynamic content or personalization to job description pages.
Heatmapping Technology
A software tool that visually represents data, drop-off points, and engagement levels on a website, using a color-coded system. It helps companies understand user behavior and optimize their website content accordingly.
Internal Mobility
The movement of employees within an organization, including promotions, transfers, secondments, or lateral moves. Fosters career development and satisfaction among current employees, while also helping the company retain talent, which can reduce hiring costs.
Jobseeker
An individual actively searching for employment opportunities.
List Management
Organizes all candidate details and interactions in one centralized, integrated database. For example, a segmented list.
Marketing Insights
Specific recruitment marketing funnel and website insights using Recruitment Marketing data across the entire journey from visitor to applicant to hired. Enables organizations to adjust their sourcing, content and nurture strategies in order to achieve higher ROI. For example, sourcing channel effectiveness, interaction levels with content, number of visits to career site, and conversion ratios.
Nurtures
A strategy and communication method aimed at engaging and building relationships with jobseekers over time, even if they are passive candidates. Typically takes the form of personalized emails and content sharing, helping keep the company top-of-mind for candidates.
Passive Candidate
A candidate who is not currently looking for a role. 70% of the global workforce is made up of passive candidates.
Potential Candidate/Job Seeker
These individuals are open to building relationships with recruiters and hearing about interesting job opportunities.
They show high levels of interaction with the careers site, an incomplete application or on a watch list. The relationship allows for more targeted nurturing through CTA’s, job alerts, direct sourcing, and recruiter outreach.
Recruitment Analytics
Recruitment Management data that provides visibility into the effectiveness and value of the organization’s recruitment processes and activities. For example, cost of hire, and speed to hire.
Recruitment Marketing
Recruitment Marketing is the top of the funnel activities used by organizations to attract, engage, nurture and convert potential candidates into applicants.
Recruitment marketing outcomes:
- Increases the conversion of quality candidates to apply for roles within the organization at scale and through automation.
- Allows organizations to nurture targeted cohorts e.g. specialized/hard to fill roles, senior roles, diversity, graduates through automation and CRM functionality.
- Engage and retain employees through talent mobility.
Recruitment Marketing Automation or Marketing workflow automation
Streamlines and automates communication workflows reducing recruiter intervention e.g. incomplete applications allowing recruiters to spend their time on high impact tasks.
Recruitment Process Automation (RPA)
Automates the manual processes associated with recruitment marketing e.g. automated communications, nurture sequences using emails and sms.
SMS Recruitment
The use of text messaging as a method of communicating with candidates and jobseekers. This can include sending job alerts, interview reminders, and job updates directly– offering a speedier, more personal touch.
Seasonal Recruiting
The process of hiring employees for a specific period to meet temporary increases in business demand, often seen in industries like retail, hospitality, and agriculture. These positions are usually short-term, aligning with busy periods such as summer, holidays, and agricultural harvests.
Self-Service Career Site
A feature of some recruitment software– including Clinch. Allows recruitment teams to easily create and manage career sites, without needing specialized coding skills. These tools offer user-friendly interfaces, templates, and drag-and-drop content features, enabling teams to build and update career sites that align with their employer brand.
Silver Medalists
High-performing candidates who narrowly missed the top spot in a previous round of recruitment. Because they made it to the later stages of the recruitment process, it’s highly likely that they possess the skills, experience, and cultural fit that your organisation is looking for, making them a potential goldmine of untapped talent. A focus on silver medalists can boost hiring ROI.
Sourcing Attribution
Sourcing attribution provides insights into which sourcing channels are most effective in attracting talent. This data enables organizations to identify their sourcing channel ROI and adjust their sourcing strategy accordingly.
Sourcing Channel
The channel that the candidate chooses to apply through but might not be where they first heard about the organization or job.
Talent Acquisition
The process of attracting, and hiring skilled individuals to meet a company’s needs and fulfill specific roles.
Talent Network (often known as Talent Community)
A mechanism used by organizations to keep warm cohorts of talent for future recruitment. They consist of potential candidates who are interested in working at the organization, but may not be ready to apply.
Talent Pipeline
A collection of potential candidates that organizations continue to engage and nurture ready for when relevant roles become available. This pipeline can include both internal and external candidates.
Talent Pool
Shortlists of pre-screened candidates who aren’t currently being considered for a role but may have been silver medalists or declined an offer. They continue to be engaged and nurtured in preparation for when a role becomes available.
Talent Segment
The process of dividing talent pools into smaller groups based on certain criteria e.g. location, job family.
Time-To-Hire
A metric that measures the duration between the moment a candidate enters the recruitment process and when they accept a job offer.
Unknown Visitor
The unknown visitor goes onto the organization’s career site but they do not leave their contact information.
