GLOSSARY
Unlock the power of human resource (HR) lingo with our comprehensive glossary. Packed with essential terms frequently used by HR professionals, this knowledge hub is here to empower you. Dive in, learn and put your newfound knowledge into action. Take advantage of this invaluable resource today!
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30/60/90 Day Plan
What is a 30/60/90 Day Plan?
A 30/60/90 Day Plan is a structured roadmap designed for new employees to navigate their initial months in a company effectively. It allows individuals to outline their goals, objectives and critical deliverables within specific timeframes: the first 30, 60, and 90 days of their employment or transition into a new role in the event of a promotion or lateral move.
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Boolean Search in Recruitment
Boolean Search is a method of navigating search engines that uses Boolean mathematical logic and words such as “and,” “or,” and “not” to achieve powerful and focused results. Boolean Search can be used by recruiters to search various hiring platforms (LinkedIn, Google, candidate portals, etc) for the best potential candidate matches.
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Compensation
Agreed-upon payment to an employee for work or services performed. Also known as “salary” (if a set amount of money per calendar period) or “wage” (if an amount of money offered per hour of work performed). A “Compensation Package” encompasses not just base compensation, but benefits as well.
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Functional Job Analysis
A method of analyzing jobs that seeks to gather information about all that goes into a particular role and what is required from a worker in that role, and qualitatively determine the best fit for the job. Functional Job Analysis (FJA) currently covers seven different categories for each job:
- Things (physical tools required to perform the job)
- Data (information relevant to the company that a worker must analyze)
- Worker Instructions (processes and procedures a worker is expected to follow)
- Reasoning (the need for a worker to think critically and make smart decisions)
- People (how well an employee must work with others)
- Math (how much a worker must work with numbers and mathematical skills)
- Language (a worker’s ability to read, synthesize, and communicate information effectively)
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Hiring Manager
The manager to whom a candidate will report once the hiring process is complete. A hiring manager often collaborates with Human Resources to develop an appropriate job description and listing and will be a driving force in the interview process, as well as being the person that makes the final decision on which candidate to hire.
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Induction
A component of the onboarding process that involves fully integrating a new hire into the company and helping them fully understand the company’s culture, values, and goals as well as how their specific role contributes to those attributes. Induction typically begins once a new hire starts digging into their daily work and can last weeks or even months.
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Levels/Job Leveling
A process involving clearly defining the roles, responsibilities, and hierarchical positioning for each position within an organization. Beyond a simple job description, the job leveling process should make it clear what the career path and opportunities for advancement will look like for an employee in any given role.
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Onboarding
The process of introducing a new hire to their role within an organization. The onboarding process typically begins on a new hire’s first day and covers administrative responsibilities (like signing up for a health care plan or setting up direct deposit), introductions, training, and the first several months of work as the employee gets up to speed.
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Recruiter/Recruiting
A recruiter is a professional whose job is to research, discover, and engage with potential job candidates on behalf of a hiring organization. Recruiters typically reach out to the strong candidates and conduct first-round interviews, at which point the process is handed off to the hiring manager or department head. A recruiter can be internal to an organization or contracted through a recruiting agency.
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Salary Bands and Salary Transparency
A salary band is the range an organization is willing to pay for a particular position, with the exact salary determined by potential factors such as candidate experience, internal pay equity, and candidate negotiations. Salary transparency is the practice of being open about salary bands with potential job candidates.