HR Tools and Templates
- Definitions
It is an application tracking system (ATS) is a software that helps in the organization of candidates for the purpose of hiring and recruitment. Businesses can use these systems to gather data, organize prospects based on their experience and skill set, and filter candidates. For example, ATS systems make it easy to schedule interviews and post job openings. Overall, a good ATS makes the recruitment process easier and more efficient.
The word “blue-collar” refers to those jobs that require manual labor and are paid on an hourly basis. Construction, manufacturing, maintenance, and mining are some of the fields that belong to this group. People that work in this type of job are considered to be part of the working class. The term “blue collar worker” refers to people who work mostly with their hands.
A C-level executive is a person who works at the top of a company’s hierarchy and makes crucial strategic choices that influence the entire company.
C-level executives play a strategic role in the company as they hold high positions and have a significant influence on company-wide choices. A C-level executive (also known as a C-suite executive) is in command of an entire department or business unit.
Pay data that certain companies are required to disclose as part of their EEO-1 report is referred to as EEO-1 “component 2.” (W-2 information by gender, race and job category). During September 2019, the Equal Employment Opportunity Commission (EEOC) announced that it will not seek renewal for the collection of EEO-1 Component 2 pay data, which requires employers with 100 or more employees to submit employee pay data on the new EEO-1 on an annual basis.
It is the incorporation of cutting-edge technologies to improve functions and processes. Companies use cloud-based platforms, artificial intelligence, complicated data analytics and many more to simplify company procedures and increase efficiency. It’s also a cultural shift that necessitates organizations constantly challenging the status quo, experimenting, and settling into new ways of doing things.
It refers to a group of people who each have their own unique set of characteristics. Everything that makes us distinct, such as our cognitive abilities and personality qualities, as well as the factors that influence our identity, could be included in these characteristics (race, age, gender, religion, sexual orientation, etc.). A company’s hiring of a diverse collection of people is referred to as cultural diversity in the workplace.
The types of diversity in a social setting are potentially unlimited, according to the traditional diversity definition: they include every attribute that exists with variations among a group of people (such as hair or eye color). However, when it comes to workplace diversity, we normally pay attention to seven different types of diversity which are; culture, race, religion, age, sex/gender, sexuality, disability.
The basic EEO definition (or equal employment opportunity) is the principle that everyone should be treated equally when applying for various jobs. “Equal opportunity” in the legal meaning of the EEO definition means that employers cannot utilize specific traits to recruit or reject individuals or make other employment decisions; in other words, they cannot discriminate against those characteristics. These characteristics include; race, national origin, religion, age, physical or mental disability and sex.
In the dating scene, “ghosting” is the act of abruptly terminating a relationship by ceasing all contact and communication with a partner without notice or explanation. Ghosting at work is similar to ghosting in relationships. Candidates or workers, in essence, avoid potentially uncomfortable interactions with recruiters or employers by completely going radio silence instead.
When it comes to “at-will” contract type in the United States, neither party is required to give notice if they desire to end the partnership. As a result, there are no ramifications for an employee who wants to leave without giving notice in these situations
Employee retention is defined as an organization’s determined attempts to keep its current employees. The goal of any business is to keep skilled people and reduce turnover by building a great work environment, showing appreciation towards employees, and providing competitive compensation and benefits as well as a healthy work-life balance. Therefore, employers must keep their top staff on board for their organization to prosper.
The process of managing and influencing your employer brand among job seekers, employees, and key stakeholders is known as employer branding. It includes everything you do to make your company a desirable place to work. The reputation of your company as an employer is your employer brand.
As a result, employer branding refers to anything a firm does – whether consciously or unconsciously – to promote its unique identity as an employer to existing and potential employees.
A search engine that allows you to make your search more effective and efficient while still getting the results you want. You can conduct a search using a single keyword or a combination of words to obtain the information and results you seek.
It is also called Boolean search and it makes it simple to find specific information about a candidate without having to sift through hundreds of web pages, so you can get the candidate’s contact information, resume, and other information in a matter of seconds.
A hostile work environment is one in which a supervisor, management, or coworker’s comments and actions have a negative or significant impact on another employee’s ability to do their work. Any employee has the potential to create a hostile workplace. Plus, a hostile work environment is when any employee feels insulted, humiliated, or disregarded, and these feelings can have a negative impact on work relationships and company outcomes. The hostile environment can be due to characteristics such as race, color, religion, sex and pregnancy, national origin, age (40 or older), and disabilities are seriously harassed and discriminated against or any other characteristics of one or more employees.
Human resources refers to both the people who work for a company or organization and the department in charge of handling all employee-related issues. Employees are one of the most precious resources in any company or organization. The HR department is in charge of the company’s most important asset: its workforce. HR experts ensure that employees have everything they need to get the job done on a day-to-day basis.
Inclusive leaders have a human-centric approach to the world, leveraging their understanding of people and culture to challenge ideas, create safe and collaborative workplaces, and encourage change both within and outside their businesses. It is the ability to effectively manage and lead a diverse group of individuals while honoring their individuality in a sympathetic, bias-free manner. It’s a genuine leadership style that doesn’t tolerate discrimination. It has five characteristics which are;
- Participation in the team effort.
- Seeking out a variety of viewpoints.
- Coordination of Community and Collaboration.
- Increasing alignment and Influence.
- Assistance in achieving higher levels of performance.
A job board, often known as a job site, job portal, job website, or employment website, is a website that focuses on jobs and careers. It is a website where employers post job openings for candidates to apply for. Job searchers can utilize job boards to look for fresh job openings in their location and field. Indeed, Glassdoor, and Careerjet, are some examples of well-known job board sites.
Mindful Leadership is a management strategy based on mindfulness that allows someone to devote their complete attention to each activity at any given time. Furthermore, thoughtful leadership benefits not only the manager, but also their team and the company as a whole.
It is also the cultivation of focus, clarity, creativity, and compassion in the service of others. The development of mindful leadership requires the implementation of attention, intentionality, creativity, compassion for oneself and others, awareness and clarity.
People Operations is a strategic corporate function that focuses on humanizing impersonal systems and boosting employee engagement, progress, and retention.
Employees come first in people operations and despite the fact that it falls under the HR umbrella, People Ops has a broader scope: it encompasses all actions that assist workers in being productive at work, from the time they are hired until they leave.
People teams are formed to shift HR’s focus away from administrative tasks and toward what matters most to them: their employees. This team is responsible for creating a secure and productive workplace that attracts, retains, supports, engages, and develops top talent. It also involves a comprehensive approach: it’s not just about hiring procedures, HR paperwork, or office management; it’s about all of those things, as well as training and development, succession planning, diversity and inclusion, and employer branding.
Recruiting software is a system that assists businesses in quickly hiring qualified employees. It also aids firms in streamlining the hiring process, from identifying and attracting prospects to evaluating resumes and distributing offer letters. Recruiting software is sometimes referred to as an application tracking system, or ATS, but the two are not synonymous. It is important to note that recruiting software is a broad term that includes applicant tracking systems and other tools that target specific stages of the recruiting process.
It is the process of promoting the value of working for a company through marketing tactics in order to attract, engage, recruit, and retain talent. Recruitment marketing is a method utilized by talent acquisition, HR, and marketing experts. It’s backed up by a set of skills, procedures, and technology that have become necessary for businesses to compete for the finest employees.
The term “sabbatical” refers to a “time off from work” during which employees might pursue personal interests such as traveling, writing, studying, volunteering, or other activities (or even rest). The individual is continuously employed by their company during this period, but they are not required to do their typical job obligations or report to work. Some larger firms provide sabbatical leave as a perk to employees who have worked for the company for a certain number of years.
Personality characteristics and interpersonal skills that define a person’s interactions with others are referred to as soft skills. Hard skills, which refer to a person’s knowledge and occupational abilities, are regarded as a complement to soft skills in the workplace. Soft skills are more about a person’s personality than their knowledge. Employees that display a good blend of hard and soft talents often perceive a higher demand for their services in a competitive labor market. These skills can include; communication, teamwork, problem-solving, time management and many more.
Talent is defined as a unique ability that has the potential to lead to success. It is the natural aptitude that someone is born with (e.g., singing, painting or drawing, athletic abilities). People typically have to work hard to hone their skills, but most of them are natural and genetic rather than learned. Some examples of talent include; writing, researching, brainstorming, inspiring, self-managing, networking and so many more.
Telecommuting, often known as ‘telework’ or ‘work from home,’ is a work arrangement that permits staff to work outside of the company’s headquarters.
Some employees work from home full-time, while others work from home on specific days of the week or on special occasions (e.g. during pregnancy, health issues, etc.). It is the capacity for an individual to perform job assignments outside of the regular workplace. Telework is growing increasingly common in recent years, as the bulk of information and tools required to accomplish daily job activities are available online for many jobs.
Employers, recruiters, and hiring managers can use video interview software to conduct live video interviews with candidates via the internet. Frequently, video interview software contains capabilities for recording and rating interviews. Employers use video interview software to test applicants before meeting them in person, either because they are abroad or because hiring teams wish to screen applicants before meeting them in person.
- What's the difference
White-collar work is often done in an office setting and entails clerical, administrative, or managerial responsibilities. The phrase “white collar” alludes to the typical white shirts worn by many of these professionals.
On the other hand, a blue-collar job entails manual or trade-related labor. These workers usually wear durable textiles like denim, which are often blue in color, to resist getting their clothes dirty.
The distinction between the GDPR and the CCPA is that the CCPA’s definition is extra-personal, which means it contains data that isn’t distinctive to an individual but is classified as household data, but the GDPR is strictly individual. On the other hand, the GDPR, unlike the CCPA, adds a new category of data known as sensitive personal data, which it prohibits processing unless one of the specific requirements is met.
CEOs are primarily responsible for the company’s strategy, mission, and structure while CFOs are the head of an organization’s finance department where they’re in charge of budgeting, financial reporting, and financial operations.
The difference is that the CEO is in charge of the entire firm or organization, whereas the CFO is in charge of the financial part of any company. Another distinction is that the CFO may serve on the board of directors, but the CEO reports directly to the board.
The Chief Operations Officer, or COO, is a senior executive who is in charge of a company’s daily administrative and operational functions. They normally report to the Chief Executive Officer and are regarded as the company’s second-in-command.
The COO’s primary responsibility is to carry out company plans based on a pre-approved business model. While the COO is bound by the CEO’s directions, they have the authority to make their own decisions regarding the implementation of business goals and the organization’s operational functions.
In general, the chief executive officer (CEO) is the company’s highest-ranking officer, with the president coming in second. Presidents frequently occupy the role of chief operating officer (COO) in corporations. The President has many Vice presidents for various parts of the corporation, who are the main individual in charge of the day-to-day operations.
A chief information officer (CIO) is in charge of a company’s IT operations and infrastructure. They use technical products and solutions to streamline internal corporate processes. A CTO’s job necessitates continuous research for high-tech solutions to improve the company’s product/services.
The CIO often focuses inside, attempting to enhance internal operations, whereas the CTO typically looks outward, employing technology to improve or invent products that benefit customers.
Universities are institutions of higher education that provide undergraduate and graduate degrees. A student can pursue a master’s or PhD program after finishing a bachelor’s degree. In the US, Colleges are educational institutions that provide bachelor’s degrees and vocational training. Other than the United States: In each country, the term “college” has a different connotation. They are, in general, institutions to attend after completing compulsory schooling.
A resume comes from the French language meaning “summary”, and it summarizes an applicant’s work experience and accomplishments.
CV is an abbreviation for the Latin phrase “curriculum vitae,” which means “life course.” A CV is a document that contains a person’s full work and educational history in the United States and Canada.
Therefore, the CV contains a complete history of your academic credentials, hence its length is flexible. A resume, on the other hand, gives a concise picture of your talents and qualities for a certain job, therefore its length is usually dictated by years of experience (generally 1-2 pages).
Gender, ethnicity, age, and education are examples of personal, physical, and social traits that can be found in the workplace and generally refer to diversity.
The techniques that businesses use to integrate everyone in the workplace, allowing their differences to coexist in a mutually beneficial way, are referred to as inclusion. The purpose of inclusion techniques is to make everyone feel accepted and comfortable, allowing them to freely express their opinions and thoughts.
The “what” is diversity; the “how” is inclusion. Diversity refers to the demographics of your workforce, while inclusion is a measure of that diversity.
Nurse Practitioners (NPs) are highly trained nurses who serve as main caretakers for patients, diagnosing illnesses, prescribing medications, and recommending treatments. Doctors, sometimes known as physicians, have a broader area of practice than nurse practitioners. The one major skill set that distinguishes a doctor from a nurse practitioner is the ability to do surgery.
Discrimination in the workplace is illegal under the Equal Employment Opportunity Act. It aims to ensure that all applicants, males and females of all races, have a fair shot at being hired, competing for promotions, and receiving equitable training and professional development opportunities.
Affirmative Action, on the other hand, addresses previous discriminatory acts. Affirmative Action was created to equalize opportunities for women, people with disabilities, and minorities.
EEO ensures that everyone has the equal chance to succeed, but affirmative action actively supports those who have been marginalized.
A “fixed mindset” assumes that our character, intelligence, and creative ability are stable givens that we can’t change in any way. A “growth mindset,” on the other hand, thrives on challenge and views failure as a motivating springboard for progress and pushing our present abilities, rather than as evidence of incompetence. A lot of our bad habits come from these two mindsets, which we develop from a young age.
Hard skills, also known as technical skills, are job-specific and specific to each position and level of seniority.
Soft talents are personality attributes that are related to general characteristics.
The primary distinction between hard and soft talents is how they are acquired and applied in the workplace. Education or specialized training are frequently used to acquire hard skills. They include skills such as how to operate a specific machine, software, or tool. Soft talents are more commonly associated with personality traits that you may have developed through time. They are particularly useful when you’re trying to organize your time, communicate with others, or face a difficult circumstance for the first time. To put it another way, hard skills are your technical expertise, and soft skills are your general working practices
People operations considers team members when making decisions, then builds processes around them. Human resources considers processes before addressing the issue of individuals.
Furthermore, Compliance, liability, and process management are the main concerns of the human resources department while people operations divisions not only enforce but also establish policies. These rules attempt to create happy teams because their major goal is to improve the employee experience. It describes the difference between setting up Slack for remote team communication (process) and developing non-work-related Slack channels to encourage casual conversations among team members (people).
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