A

Activity

All activity related to any given candidate, including completion of steps and stages, addition and removal of details to the profile, and other similar actions. Activity per candidate is displayed within the candidate profile. Additionally, workflow activity for a specific set of candidates is leveraged for the Activity report.

Activity report

All workflow activity that has been completed in a selected time period. It takes into consideration all candidates, namely those who are still under consideration and those who are not.

Application

A formal request submitted by, or on behalf of, a candidate for an open position.

Apply to hire (ATH)

Total number of days from the candidate’s application date until the candidate’s hire date.

In addition to the base ATH value, Recruit also tracks:

• Average – The average apply-to-hire time

• Max – The maximum apply-to-hire time

• Median – The median apply-to-hire time

Auto-scheduling

Auto-scheduling is when interviewers invite candidates to select an interview time independently. The Recruit Auto-Scheduling Pro add-on feature further expands auto-scheduling, enabling you to reach and win candidates even faster while increasing efficiency and saving time.

C

Candidate

A person who has submitted their application (or has been referred) for an opening.

Candidate status

The status of a candidate who is involved in the hiring process of a specific opening, in correlation to their progress in such hiring process:

• Awaiting decision – A candidate who completed all of the workflow steps and currently either has to make a decision or is waiting for the company’s final decision.

• Hired – A candidate who has accepted an offer and has been hired.

• In-progress – A candidate who is currently being considered for an active opening.

• On-hold – A candidate whose participation in the hiring process has been placed on hold.

• Rejected – A candidate who has been informed that the company won’t be offering them that job.

• Withdrawn – A candidate who informed the company that they have decided not to continue their participation in the hiring process.

Candidate experience (CX)

The candidate experience is the general sentiment on the part of the candidate in relation to the hiring process. The candidate experience is measured by the Recruit Candidate Voice survey.

Candidate tag

Candidate tags in Recruit are customizable tags that you and your team can create in order to facilitate faster searches.

Candidate classification

A candidate is classified in Recruit in correlation to the amount of progress they've made, alongside the decisions that the hiring team has made about them, during a hiring process, including:

• Advanced – A candidate who is part of a hiring process, and who completed and passed at least one interview.

• Dispositioned – A candidate who is no longer under consideration for a specific opening, including withdrawn and rejected candidates.

• New hire – A candidate who accepted an offer with the company, but who has not yet begun working for the company.

• Relevant – A candidate who has passed a Go/No-Go step during the Application Screening stage; synonym for a Qualified candidate.

• Requires attention – A candidate who has been waiting for four days or more, with no scheduled interviews.

• Qualified – A candidate who has passed a Go/No-Go step during the Application Screening stage; synonym for a Relevant candidate.

Company role

There are seven possible Company Roles a teammate can have in Recruit, each with their own permissions to access certain actions and data. Some of the permissions are customizable at the company level and can be changed via the Permission Settings.

Custom Position Field

A custom field that permitted Recruit users can create and add to positions.

D

Date type

Recruit associates dates in relation to the candidate's progress in the hiring process for a specified opening and dates in relation to the progress made during the hiring process by the hiring team.

The different date types are as follows:

• Application date – The date on which the candidate applied to a position or was added to the platform by another source.

• Completion date – The date on which any step in the hiring process for the specific opening was completed; for example, the completion date for the evaluation is when the evaluation was submitted

• Expected hire date – The date by which an opening is expected to be fulfilled

• Hire date – The date on which the candidate successfully completed the hiring process and their status was changed to Hired

• Last status change date – The date on which the candidate’s status was last updated in the platform

• Open date – The date on which an opening was created

• Rejection date – The date on which a candidate's status for a specific opening changed to Rejected

• Start date – The date on which the hired candidate for a specific opening is scheduled to begin working for the company

• Withdrawal date – The date on which a candidate's status for a specific opening changed to Withdrawn

Days open

The total number of days between two dates, as follows:

• Canceled opening – The total number of days from the time the opening was created, and until the date on which the opening status was changed to Cancelled.

• Hired opening – The total number of days from the date on which the opening was created, and until the hire date.

• Open opening – The total number of days from the date on which an active opening was created, and until today’s date.

Department

A default position field.

Default filters

Default filters are pre-applied settings that show specific data in a report. Owners of custom reports can set their own default filters, so when they share the report, teammates will see it with these filters already applied.

Duplicate

An application that was created for a candidate who had already applied for the same position.

E

Equal Employment Opportunity (EEO)

The Equal Employment Opportunity is a set of US federal laws designed to prevent workforce discrimination.

Employee type

A default position field. Preset values: outsource, headcount, intern

Employment type

A default position field; you and your team can add customized values. Preset values: full-time, part-time, temporary, hourly

Evaluation

Interviewers complete a candidate evaluation to score the candidate's qualifications for the position to which they have applied based on the interview that that interviewer conducted.

F

Funnel

A funnel (report) displays the number of candidates who completed each of the workflow steps. The funnel report exclusively accounts for candidates who are no longer under consideration, i.e. hired, rejected, and withdrawn candidates.

H

Hired candidate

A candidate who completed the hiring process successfully, and whose status is Hired.

Hiring manager

A default access role in the platform. Each position is assigned a single hiring manager; the hiring manager has complete access to the position, with the exception of publishing and sourcing.

I

Interviews per hire

The number of candidates who have been interviewed divided by the number of candidates who have been hired.

Interviewed in-person per hire

The number of candidates who have had an in-person interview divided by the number of candidates who have been hired.

Interviewing hours per hire

The number of hours spent in interviews by teammates, divided by the number of candidates who have been hired. The duration the interview is either 30, 45, or 60 minutes, depending on the duration that your administrator configured for interviews.

L

Lead

Potential candidate who might be a good fit for a job opening.

Lead recruiter

Lead recruiter is a default access role in Recruit. The lead recruiter is the person who is assigned as the primary recruiter for the position. Each position has a single lead recruiter. Assignment to this role does not change, increase or affect access to the position.

Lead recruiting roles

Lead roles are default access roles in Recruit and include lead recruiter, lead recruiting coordinator and lead recruiting assistant. When someone is given a “lead” role for a position, it simply means that they have the primary role. When you create a new position, the recruiter and coordinator first assigned to the position are automatically set as the lead recruiter or lead coordinator. The lead recruiter or lead coordinator have no more power within a position than any of the other recruiters or coordinators, they are simply given the label as having the primary role, and this can be useful in identifying ownership, for example when working according to the RACI (responsible, accountable, collaborate, informed) model in your organization.

Lead status

The status of a lead who is involved in the hiring process of a specific opening, in correlation to their progress in such hiring process:

• Rejected – A lead whose status has been set to “Rejected.”

• Not interested – A lead whose status has been set to “Not interested.”

M

Most advanced step

The most advanced step a given candidate has reached in the hiring process. For candidates in progress, it is the current step. For dispositioned or awaiting decision candidates, it is the last step they completed.

Most advanced stage

The most advanced stage a given candidate has reached in the hiring process. For candidates in progress, this includes the most advanced step reached by the candidate. For dispositioned candidates or candidates awaiting decision, this is the stage that includes the last step they completed.

N

Net Promoter Score (NPS)

Net Promoter Score is a widely used market research metric that typically takes the form of a single survey question asking respondents to rate the likelihood that they would recommend a company, product, or service to a friend or colleague. In Recruit, the Candidate Voice survey is used to calculate the NPS.

O

Offer acceptance

A job offer that was extended by the company and that was accepted by the candidate.

Offer letter

The letter describing the job offer extended by the company to the candidate.

Opening

A vacancy for a job that is open to hiring. Openings are categorized by positions where each position defines the role and can contain many openings, and each opening can be filled by a single candidate.

Opening status

The status of a specific opening in Recruit changes as progress is made in its relative hiring process, and any expected milestones set for that opening, such as the expected hire date, are reached. The statuses for openings are as follows:

• Active – An opening that is currently in progress

• Cancelled – An opening that the company no longer wishes to fulfill

• Hired – An opening that company has successfully fulfilled. Hired openings can be further classified as follows:

  • Delayed – An opening that has been successfully filled but later than the expected hire date

  • On time – An opening that has been successfully filled, on or sooner than the expected hire date

  • Without a target date – An opening that had no expected hire date and has been successfully filled

• Open – An active opening; open openings can be further classified as follows:

  • Delayed – An active opening for which the expected hire date has passed.

  • On track – An active opening for which the expected hire date has not yet passed.

  • Without a target date – An active opening for which there is no expected hire date

Outreach status

Current stage of communication or interaction with a lead.

• Not contacted – A lead who has not been contacted yet.

• Contacted – A lead who has been contacted but has not responded yet.

• Responded – A lead who has responded but has not been converted or marked as not interested yet.

P

Pass-through rate (pass ratio)

The percentage of candidates who successfully passed a given step in the workflow

Pool position

Pool positions are positions that enable you to save profiles of relevant candidates, and pull them to openings as necessary.

Position

A position is a role or the definition of a job. In Recruit, positions are containers for one or more openings, enabling companies to define a job and hire multiple employees for that job.

Position roles

There are seven possible Position roles a teammate can have in Recruit, each with permissions to access certain actions and data. Some permissions are customizable on a company level and can be changed via the Permission settings. Some of the permissions are customizable on a position level and can be changed via the Position settings.

Position status

The state of the position, including:

• Closed – A position that is no longer open

• On-hold – A position that is currently on-hold, or frozen

• Open – A position that is currently active

Primary location

A default position field; the Primary location field is mandatory and indicates what regions the position is available in, and determines how openings are posted on various job boards.

R

Recruiting assistant

Recruiting assistant is a default access role in Recruit. The recruiting assistant helps the primary recruiter manage the position. Recruiting assistants can be assigned to schedule interviews for their positions.

S

Salary details

Refers to the salary range for a specific position, the salary expectations indicated by the candidate and also the details included in Offer letters. Permissions for salary details are set in the position settings.

Screened per hire

The number of candidates whose CVs were screened, divided by the number of candidates who were hired.

Session filters

Session filters apply to reports in Recruit. When you modify the default filters of a report, a "Session filters" button appears, indicating that your changes are active for your current viewing session.

Session filters remain in effect across all reports you view during the session, eliminating the need to reapply them for each report.

Source

The source from which candidates were added to the platform. Sources include can include specific contact details and web domains/websites.

Source types include:

• Active search – Proactive sourcing activities

• Agency – Paid recruiting services

• Campus – Universities and colleges through referrals and events

• Internal promotion – Employees taking new jobs in the company

• Job board – Free and paid job postings

• Job fairs – Proactive recruiting through job fairs and events

• Other – All the sources which are not included in any of the pre-defined source types

• Referrer - compensated – Employees who are compensated for successful hires

• Referrer - uncompensated – Employees who are not compensated for successful hires

• Social network – Free and paid traffic on social media

• Web – Websites that referred candidates to the careers website

Stage type

The name of any stage in the hiring process. The hiring process is divided into both stages and steps; the stage is the parent and steps are their children. For example, the Application screening stage includes the CV Screen steps by the recruiter, and by the hiring manager. Stage types include:

• Stage: 0. Applied/Added

  The stage at which the candidate is added to the platform (prior to beginning the hiring process), either by submitting an application or by being added to the platform by a recruiting agency or a company employee; this is a virtual stage and is not indicated in the Workflow display.

  Default steps: none

• Stage: 1. Sourcing

  Identifying and engaging candidates

  Default steps: Reach out

• Stage: 2. Application screening

  Filtering applicants

  Default steps: CV Screen / Recruiter, CV Screen / Manager

• Stage: 3. Screening interviews

  Initial interviews.

  Default steps: Assignment, Background check, Simulation, Interview / Manager, Interview / Technical, Interview / Technical II

• Stage: 4. Assessment

  Tests, simulations, and interviews to evaluate candidate skills

  Default steps: none

• Stage: 5. Advanced interviews

  Interviews with peers and managers

  Default steps: Interview / Management, Interview / Management II, Interview / Peer, Interview / HR, Interview / Other

• Stage: 6. Reference

  Reference checks

  Default steps: Reference call

• Stage: 7. Offer

  For preparing, approving, and extending offers

  Default steps: Offer, Offer internal review

• Does not belong to a stage

  Candidates who are not in a specific stage in the workflow, primarily candidates awaiting a decision or candidates on hold

  Default steps: none

Step

The name of any step, in any stage, in the hiring process. The hiring process is divided into both stages and steps. The stage is the parent and steps are their children. For example, the Application screening stage includes both the CV Screen step to be performed by the recruiter, and the CV Screen step to be performed by the hiring manager. Default steps are defined in the Stage (recruiting stage).

Step outcome

The result when a step in the hiring process is completed for a specific candidate, including:

• Passed – Indicates that the candidate has advanced to the next step

• Rejected – Indicates that the candidate was rejected and the hiring process has ended for them

• Withdrew – A step that has been completed by the candidate with a Withdrawn decision

Step status

• Completed – A step that has been completed; for example, when an evaluation is submitted, the relevant step is marked Completed

• Pending – A step that has not yet been started; this is the step that commences next in the workflow

• Scheduled – Applicable for interview steps only; an interview that has been scheduled but not yet conducted

• Unscheduled – Applicable for interview steps only; an interview that has not yet been scheduled

Step template

Standardize the recruiting process by creating a predefined set of steps to be used across all position workflows.

Step type

The type of any step in the hiring process; steps are the children of stages. Default step types include:

• Administrative – For Internal administrative steps

• Assessment – Tests, simulations, and interviews to evaluate candidate skills

• Applied/Added – The step at which the candidate submits (or is referred) an application for an open position; this is a virtual step and is not indicated in the Workflow display.

• Awaiting decision – A step, assigned to candidates who completed all of the workflow steps and currently either the candidate has to make a decision or is waiting for the company’s final decision; this is a virtual step and is not indicated in the Workflow display.

• Go/No-go – Decide whether to proceed with a candidate

• In-person interview – Interview and evaluate a candidate in person

• Offer – For generating, approving internally, and sending offer letters to candidates

• Phone interview – Interview and evaluate a candidate over the phone

• Video interview – Interview and evaluate a candidate via video conferencing

T

Time to complete (interview)

Total number of days from the date on which an interview step was assigned to the candidate until the date on which the step was completed.

Time to convert (lead)

Total number of days from the date on which the lead was created until the date on which the lead was converted into a candidate

Time to contact (lead)

Total number of days from the date on which the lead was created until the date on which the lead was first contacted.

Time to evaluate (interview)

Total number of days passed from the date on which an interview was conducted until the date on which the evaluation was submitted, i.e. the step was completed.

Time to hire (TTH)

Total number of days from the date on which the fulfilled opening was created until the date on which the candidate was hired.

• Average – The average number of days from the opening open date and until the candidate's hire date, calculated for all the fulfilled openings in the selected period of time

• Max – The maximum total number of days from the opening open dates and until the start dates, out of all the openings which were fulfilled in the selected period of time

• Median – The median number of days from the opening open dates and until the start dates, calculated for all the openings which were fulfilled in the selected period of time

Time to onboard (TTO)

The total number of days from the opening open date and until the candidate's start date

• Average – The average number of days from the opening open dates and until the start dates for the hired candidates, calculated for all openings fulfilled in the selected period of time

• Median – The median number of days from the opening open date and until the start dates for the hired candidates, calculated for all openings fulfilled in the selected period of time

Time to schedule (interview)

The number of days passed from the date on which an interview step was assigned to the candidate until the date on which the interview was conducted.

Time to respond (lead)

Total number of days from the date on which the lead was first contacted until the date on which the lead responded.

U

Urchin Tracking Module (UTM)

UTM are the parameters used by marketers to track the effectiveness of online marketing campaigns.

W

Widget

Component that includes a way to visualize data and the data itself. Widgets can range from simple elements like buttons and checkboxes to more complex elements like data visualization charts or interactive maps.

Workflow

Position workflows are sequences of steps that guide the hiring process on the position level. Position workflows coordinate tasks, timelines and organize hiring team activities.

Similarly candidate workflows indicate the hiring process steps and stages for the specific candidate, and is inherited from the relevant position.

Workflow activity

All activity related to any step or stage in the hiring process.