The Jargon Buster Directory is your central resource for locating an explanation to typical terms found for within all industries , professions and governments. Use our directory to locate and decipher jargon that you would like an explanation for. Keeping our directory up to date and to include all the spheres where jargon is used is a never ending task for us. We have started with what we can locate but but it is a vast subject and can be very niche specific. Are you in a profession or industry that uses jargon that is NOT included here? Then why not send us your own jargon buster text and we will include it within our database. to say thank you we will provide you with a return link back to your web site.
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Jargon Buster
Business - RecruitmentRecruitment jargon deals with careers and jobs and it is surprising that this industry would indeed have its own unique recruitment jargon. This directory of recruitment jargon is not very long and is indicative that it has not been over absorbed by the bullshit brigade unlike its sister the careers jargon directory. Recruitment jargon is perhaps still in its infancy and is need of a management consultant guru to initiate some new gobbldey gook recruitment speak to individualise the profession at some huge fee. So let us celebrate the fact that recruitment jargon is still in the dark ages and has yet to come of age in the world of jargon.
Recruitment jargon.1. Assessment Centre Assessment centres are an interview technique that many companies use. It typical requires individuals to be present for at least half a day, sometimes the full day. The interviewer gets to see the individuals perform in many different situations from a normal interview, role plays, group exercises, and enables them to base a decision on a wide range of factors, not just a one hour interview. These are not to be feared, and can actually be good fun. 2. Buy-Back. This refers to when an individual resigns from their current employer, and the current employer makes a counter offer to try to prevent the person leaving. This may be in the form of a pay-rise or a new position all together. 3. Competency / Evidence Based Interview. Competency / evidence based interview are structured interviews which assess candidates against those competencies defined within the job description. This method of interviewing is both a highly accurate and practical means of assessing and selecting candidates. The objective is to elicit evidene from you, the candidate, for each of the required competencies. A such, the interview focuses on your previous actions and behaviours which may indicate competence. Specifically during the interview you will be asked to draw on previous experiences and describe actual situations when you have demonstrated those behaviours relevant to the job. 4. CV / Curriculum Vitae. A short written description of your education, qualifications, previous employment and sometimes also your personal interests, which you send to an employer when you are trying to get a job. 5. Garden Leave When you resign from your position, your current employer may put you on garden leave. This is where you will still have to serve your notice period, but they do not require you to be at work. You normally still have to be available to the company if required during this time, and cannot start your new position until your notice period has come to an end. 6. Head Hunted. This normally refers to when an individual who is currently in employment is approached by another company to go and work for them, either directly or through a specialist recruitment company. This normally occurs at more senior levels where potential candidates have been indentified, tracked and pursued over a period of time. 7. OTE. This stands for On Target Earning, and refers to the earning potential that maybe realised if targets are achieved and or exceeded. 8. Psychometric Testing / Personality Profiling. These are assessment tools which maybe used to assess an individuals personality type or behavioural pattern. Used in the right way, these assessments are extremely useful and provide a much greater insight into an individual than may be obtained during a traditional interview. Companies will use these as an overall part of their selection criteria to ensure they make the right decision.
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