Glossary of Terms

Recruitment research is rapidly evolving and its vocabulary is too. Often we find ourselves puzzled by the latest ‘in vogue’ phrase or buzzword. So to aid with transparency BRS Global have compiled a quick reference sheet in the form of our Glossary of Terms.

  • Active Candidates – People who are seeking new employment opportunities for example using job boards and agencies.
  • Benchmark – A process whereby a standard or reference is set by which others can be measured or judged. 
  • Candidate Screening – Assessment of candidate skills against a job requirement.
  • Company Culture – An organisation’s collective values, beliefs and attitudes, which might encompass their long term goals, personal work style and previous experience. An increasingly important consideration for companies when evaluating potential candidates and candidates vice versa.
  • Competitive Intelligence – Gathering of market information from either key competitors or select target organisations including candidates and specific job functions. The data is geared towards supporting a client’s business decision. A service provided by BRS Global.
  • Culture Fit – See Company Culture.
  • Direct Hire – Employment of a candidate without using a third party such as an agency or a head hunter. Methods of finding candidates might involve the corporate recruiter utilising their own network, employee referrals, own use of job boards and market and candidate intelligence from recruitment research.
  • Employer Brand – The image projected by a company through their communication to potential employees, clients and competitors. Also includes the image their staff communicate to the outside world of their own volition including, but not limited to, through the use of social media.
  • EMEA – An abbreviation standing for Europe, the Middle East and Africa.
  • Indirect Hire – Employment of a candidate utilising a third party such as an agency.
  • Internal Recruitment – A function within a company responsible solely for the recruitment of staff for the business. This function sometimes sits within the HR team.
  • Market Mapping –This term is somewhat open to interpretation, the way we would describe it is identifying relevant candidates or departments in competitors’ and related organisations.
  • Passive Candidates – People who are currently employed and are not actively job hunting but may be open to a move when approached by a recruitment executive. The type of candidate which BRS Global specialises in finding and engaging with.
  • Personal Brand – The image projected by an individual through their communication to potential employers, clients and competitors, which attempts to articulate their unique value proposition. Traditionally this would be their CV, however, it is far more prevalent for employers to be influenced by candidates’ presence in social media e.g. LinkedIn, Twitter and Facebook. 
  • Recruitment Research – A process whereby passive candidates are identified, traditionally in competitor and related organisations, and approached with a view to fulfilling an immediate hiring requirement or for talent pipelining purposes in terms of ongoing hiring needs. A service provided by BRS Global.
  • RoW – An acronym signifying ‘Rest of World’, usually used to denote ‘everywhere else’ not already specified in a sentence. 
  • Social Media – A collection of electronic communication platforms (including, but not restricted to, Facebook, Twitter, LinkedIn, Tumblr, Pinterest, Google+) around which users form communities to exchange information, ideas and other electronic content such as videos, photographs and audio files. Used by people to participate in communities for business purposes and/or personal reasons. The corporate world often presents a significance presence in the form of advertising etc.
  • Succession Planning – Process of identifying suitable talent, either internally or externally, to be prepared to replace key staff in order to help ensure the continued smooth running of a business. A service provided by BRS Global.
  • Talent Pipelining – Identification of multiple candidates fulfilling a specified job function to create a pool of talent to be accessed over a period of time and to enable repeat hires immediately and over time. A service provided by BRS Global.