Talent Technology Encyclopedia

Use this essential encyclopedia to understand recruitment terms that are most commonly used in talent acquisition and recruitment technology.

  • Analytics
    Analytic platforms provide real-time data to recruiters on metrics impacting the recruiting process.
  • API Connectors
    API Connectors integrate software platforms and data management systems to make data and content exchange easy.
  • ATS
    Applicant Tracking Systems (ATS) are the backbone for most recruitment technologies. It is through these systems that corporations track and manage their multiple job requisitions and candidates.
  • Background Check
    These technologies search through various available databases and public website based on the information requested by employers to ensure the new hire is compliant with company requirements and culture.
  • Behavioral Assessment
    Behavioral Assessment companies deliver tools that test an individual's cognitive capability, behavioral tendencies, cultural fit and/or personality traits.
  • Candidate Communication
    A subset of candidate relationship management (CRM), these focus on one aspect of automated candidate engagement such as texting, but do not support drip campaigns or sophisticated talent pooling.
  • Candidate Relationship Management
    Candidate Relationship Management (CRM) tools are focused on improving and managing a candidate's experience with hiring organizations.
  • Career Advice & Coaching
    These companies provide solutions for individuals looking for new job opportunities.
  • Conversational Bots
    Conversational Bots are an automated communication medium (text, voice or video) that use either branching logic to go from one question to the next, or deeper machine learning or neural networks to respond to the input in what seems like a thoughtful manner. They are used to automate communication with candidates.
  • Crowdsourcing
    These platforms are used to crowdsource talent for project-based work where employers may post a problem or project and receive one-time contract bids for the project.
  • Deployment Systems
    A category of software developed by third-party vendors that mimic the features and functionalities of Online Staffing firms, often offering the software as a white-labelled "app."
  • Direct Sourcing Platforms
    Direct Sourcing Platform supports the creation of a company's own internal candidate talent pool to place workers within the company on a temporary or contract basis to supplant staffing suppliers directly. Talent can be alumni, retirees, contingent workers, and independent freelancers. A Direct Sourcing Platform typically includes all the technology and additional services required to activate and deploy these talent pools.
  • E-Staffing
    E-Staffing technologies create a platform for employers and candidates to connect, and provide a balance of human and machine inputs to automate hiring recommendations.
  • Employer Brand Management
    A segment within the Employer Branding Vertical and includes companies that focus on either managing a company's online reputation separately from the corporate careers site or enabling the company to engage with talent in a branded 3rd party environment.
  • Employer Reviews
    Employer Reviews companies offer a Yelp-like value proposition for prospective and current employees to evaluate and track what people are saying about their current/future/dream employer.
  • Freelance Management Systems
    Freelance Management Systems are web- or cloud-based talent exchanges and online work platforms which enable companies to search, sign, and engage directly with non-employee talent.
  • Interview Management Tools
    Interview Management tools enable key operational efficiencies within the interview processes for companies. Marketed as calendar scheduling tools, the value proposition for recruiters is that they can more easily coordinate interviews and shorten time to fill at volume with these streamlined productivity tools as compared to teams without automation.
  • Job Board Aggregator
    Job aggregators pull job postings from multiple sites including company career sites and job boards and allow job seekers to search for all open jobs in one place.
  • Job Boards
    Job boards are companies which have a consumer-facing digital property through which job seekers can search for jobs, and companies in need of talent can identify potential candidates.
  • Job Distribution
    Job distribution companies enable jobs that are published from a career site to be delivered to specific job boards and/or aggregators of the employer's choosing.
  • Job Post Optimization
    A segment within the Employer Branding Vertical. These companies provide solutions to improve either a company's career page or their job descriptions, both of which are focused on creating a branded experience for talent.
  • Job Search Organizer
    Job Search Organizers help individuals track, manage, and take action on their various job search activities.
  • Labor Market Intelligence
    Firms in this sub-vertical provide benchmarking data on the workforce, including (but not limited to) employment levels and trends, pay rates and compensation data, geographic trends, and skills demand. Some companies also go beyond mere data and offer predictive analytics around these areas (e.g., what a specific person should be paid based on their experience and location). 
  • Matching Systems
    Matching Systems companies provide matching services based on a variety of inputs, including semantic-based matching, assessment outputs, and preference "signals" (e.g., observable data about what types of talent companies are interested in and what jobs candidates are interested in).
  • Programmatic Advertising
    Programmatic Advertising technologies allow companies to advertise open roles at their company to specific audiences and demographics. They provide real-time bidding capabilities to advertise job opportunities in a manner similar to how broader media buying companies target buyers.
  • Recommendation & References
    Recommendation and Reference solutions are digitally-enabled reference aggregators, background check tools, and onboarding solutions.
  • Recruiter Marketplaces
    Recruitment Marketplaces are narrowly focused on recruiter discovery, featuring thousands of independent recruiters and agencies that can be used for specific hiring projects.
  • Recruitment Marketing Platform
    Recruitment marketing platforms take a holistic view of talent acquisition and provide tools and technology across every step of the process — from sourcing via programmatic solutions to employer branding and retargeting to behavioral analytics. Many of these solutions have agency services embedded in addition to their technology. 
  • Reference Check
    Covers any form of verification that involves collecting feedback from another individual, whether it be a previous employer or peer. These tools collect feedback through surveys, forms, or phone calls, and can aggregate the results to reveal trends about the candidate pool.
  • Referral Tools
    Referral technologies help companies and individuals harness the power of their extended networks by providing tools through which they can source candidate ideas from current employees, and track/reward the success of those referrals.
  • Resume Parsing
    Resume Parsing Software companies provide multilingual tools to dissect resume content and apply semantic-based searches to extract relevant information. The core value proposition for companies lies in the speed and accuracy of parsing tools which result in a reduction of data entry and verification costs, activities which were historically people-driven.
  • Robotic Process Automation (RPA)
    An emerging category of companies that specialize in updating systems’ information and connecting different systems of record that corporations leverage in the recruiting process. The vendors in this sub-vertical support high-volume, repeatable tasks previously performed by humans. The approach is ‘outside-in’ where the software is easily installed and integrated while existing IT systems remain unchanged.
  • Shared Talent Networks
    Shared Talent Networks allow a company to input silver-medal candidates and access other corporation's silver-medal candidates in an efficient and scalable manner.
  • Simulation-based Assessment
    Simulation-Based Assessment companies offer technical and non-technical assessment solutions by simulating job-specific scenarios to help companies make better-informed hiring decisions.
  • Skill Assessment
    Skills Assessment companies offer technical skill assessment solutions to help companies make better-informed hiring decisions. Marketed as skill equalizers, companies are able to hire for demonstrated knowledge and skills vs. claims made in a resume.
  • Social CV and Resume Builder
    These companies aid job seekers in perfecting their CV.
  • Social Networks
    Social networks provide a platform through which individuals can connect to build their professional networks.
  • Social Search
    Social Search companies are advanced web search tools which take into account the social graph of the person initiating the search query and/or the person being searched. These technologies leverage innovative algorithms and machine-learning techniques to produce candidate ideas that are a fit for open job opportunities.
  • Temporary Labor Marketplace
    Temporary Labor Marketplace companies provide a platform to match freelance or temporary workers with employers looking to hire someone with a particular skill set for a finite piece of work.
  • Vendor Management System
    Vendor Management Systems (VMS)offer software solutions to corporations to enable the comprehensive management of their contingent workforces. This may include any or all of the extended labor spend categories, including temporary staff, professional contractors, service workers, consultants, project-based workers, independent contractors (freelancers), and alumni.
  • Video Interviewing
    Video interviewing tools enable more effective and efficient interview processes for companies. The Video Interview technologies that are more mature have developed strong predictive capabilities as well as broader interview process management tools for employers.
  • Virtual Recruitment and Events
    The sub-vertical Virtual Recruitment and Events has grown in popularity as a remote hiring tactic. Companies actively hiring are leveraging virtual recruitment events or virtual career fairs to attract the best talent. Event platform sophistication varies from basic video conferences to virtual reality, all with the goal of facilitating communication in an organized and inclusive manner at a reduced cost.