Reporting that includes gender, ethnicity, race, veterans status and disability status.

2.5 X the salary of the position being replaced.

Measures the point from when a requisition is opened to the time of hire.

Pre-populates fields for the applicant from the applicant’s CV.

A person not actively looking for a job.

Category for people who pass the pre-screening questions and have an active applicant status.

Conveys the culture and value proposition of a company.

The number of hires from a source. Best if used to measure the number of hires from a job board, for example.

Pay structure which can be added into the system to pay an Agency at the time of hire

Ideal place to search for passive candidates.

Category for any person who applies for a job but is not qualified.

7.6% for May 2013 in the US

Arguably, the most critical report to understand the impact of the recruitment process.

Professional to executive level agency payment, which can be set up in the system.

Replaces the talent acquisition team.

The Agency enforces the contractual promise of affirmative action and equal employment opportunity required for people who do business with the government.

Information that allows a person to screen themselves in or out.

Example: 7 people apply, 5 people are qualified. The hiring manager interviews 3. 1 person gets an offer.

Allows the employee to upload the resume for their referral.

The source that likely knows the job, company and cultural fit best.

The Agency screening and searching in the system.

Typically mirrors the unemployemnt rate.

Can be measured after a hiring manager survey, first performance review or turnover.

Communication process between system users that mirrors communication in sites like Facebook.

Long term open requisition against which many candidates will be hired.