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Recruitment and HR : Jargon buster

Recruitment and HR: Jargon buster

More in this section

  1. Overview
  2. Job roles
  3. Entry and progression
  4. Typical employers
  5. Opportunities abroad
  6. Future trends
  7. Jargon buster

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Case studies

  • CIPD - Chartered Institute of Personnel and Development (CIPD). The professional body for the HR profession. The CIPD runs a number of courses that are well recognised in the sector.
  • E-recruitment - using web-based software to assist in the recruitment process by making it faster, more accountable and more standardised. E-recruitment software has progressed from online application forms and internet adverts to include podcasting and blogs.
  • Executive search - the formal term for headhunting. Executive search companies look for individuals, often at executive or senior level, to fill a position within a client company, usually using a direct approach as opposed to open advertising.
  • HR - human resources - also referred to as personnel, human capital, people services or organisational development.
  • OTE - on-target earnings - used in recruitment consultant advertisements to suggest what actual earnings might be with basic salary plus commission.
  • Outsourcing - transferring internal company operations to an external third party, e.g. contracting an HR or recruitment consultancy to manage company recruitment as opposed to managing the function in-house.
  • Performance management - an approach to improving individual and team performance and working towards predetermined goals, often through personal development planning and performance reviews.
  • REC - Recruitment and Employment Confederation (REC) - the professional body for the recruitment industry. The REC offers specialist recruitment training and qualifications and provides information on key industry updates.
  • Talent management - the term used to describe the process an organisation uses to attract, retain, motivate and develop the best people for the job. This is a broad term and may be used to refer to developing the attractiveness of the organisation as an employer, specialised recruitment procedures, role development and design, and rewarding excellence.
 
 
 
AGCAS
Written by Zoe Arch, University of the Arts London
Date: 
October 2011
© Copyright AGCAS & Graduate Prospects Ltd | Disclaimer
 

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