A quick search about buzzwords will lead you to pages of Google results telling you which words are in, which words are out, and which words we should have never started using in the first place. Buzzwords are in their own right part of the business jargon, and that’s why its important to be able to understand them. In recruiting, you hear a lot of words that make sense. ”Recruiting,” that’s an easy one. “Talent,” yea I got it. But in order to truly know what goes in a recruiting company, you have to understand the PROCESSES that go behind those words. So, let’s talk recruiting buzzwords.

Talent Acquisition:

A lot of time and energy goes into talent acquisition. In recruiting, we don’t typically use employee databases, so for each job we do an individualized search. We create job descriptions, find appropriate compensation, and post out to the right cities. After that, it takes time to reach out to potential candidates and go through the interviewing process. At the end of that process, we then have to make the critical decision whether or not we are going to send that candidate on.

Compensation:

Compensation is more than just paying your employees for the work they do. It encompasses the type of PTO plan, benefits, and perks of the job. The up-and-coming generations are concerned with growth opportunities, competitive base pay, and a work/life separation. Dental is important too, but it’s also imperative to acknowledge what Gen Y and Z are looking for from a job. So during your interviewing process ask what they are looking for long term, because if you’re not thinking about the long-run, you’ve already lost them.

Retainment:

There are two different thoughts about retainment, fees and keeping your employees. As far as recruitment goes, we don’t have retainer fees, so retainment is all about keeping your employees. Compensation is one good way to do that but another good way is onboarding. See, retainment is more than keeping your employees content, it’s about setting them up for success. If you onboard them correctly, they will feel welcomed and well-trained. Then keep up with them, let them know that they are as valuable to you and your company as your customers are.

Fit:

Fit is key to success at work. You can teach a person the skills they need to do well in their job, but you cannot teach a person how to fit it. Recruiters spend a lot of time getting to know you as the head honcho, your facilities, the environment, and company culture. We consider those factors when finding the right candidate. If the candidate’s vision doesn’t match up to yours, neither of you will be happy with the placement. You can’t force anyone into a mold they don’t fit, so our job is to find that square peg to fit the square hole.

Phone Screening:

In SRS’s model, phone screens come after sourcing and searching for candidates. This is a preliminary interview that gives the recruiting company a good baseline for what to expect out of future interviews. Phone screens are important time savers. They save the candidate and the interviewer travel time if the fit is wrong. If the candidate moves forward, it’s a good way to collect data early on in the hiring process. We can talk about compensation, drive time, job history, and interests. A phone screen can help us figure out if the compensation is off, if we need to consider other cities, and the market interest of similar jobs.