Core Terminology Flashcards

Question

Counteroffer

Answer 1

Is an incentive or inducement offered to a perspective new hire by his/her current employer to keep him/her from accepting a new opportunity.

Answer 2

This term is used interchangeably with the contingent workers. Contract hires are similarly hired to work for a company for a set period and are not employees of the company. They may be freelancers or employees of a recruitment agency and work on a project basis or during the busy season.

Answer 3

A person who is engaged to perform a job for an end client but who is employed and paid by a staffing company..

Answer 4

Employing a worker for a role on a trial basis. This lets employers see whether someone will excel in the day-to-day responsibilities of the responsibilities of a position before offering them the job permanently. This approach can save money on hard to fill rolls and reduce employee turnover.

Answer 5

Prior to starting a contractor, the franchisee will need to complete a credit check request form. This is internal and your client does not/should not be involved. This is the amount up to which the franchise would be protected should the client declare insolvency and not be able to pay their open invoices.

Answer 6

Certified senior manager/certified senior account manager/certified senior project coordinator. A title awarded to managers, consultants, or talent advisers/project coordinators who meet tenure, career production, education, and other requirements, and have passed the CSM/CSAM/CSPC examination given by corporate.

Answer 7

The industry, positions, and geographic location in which a talent adviser chooses to focus his/her marketing and recruiting efforts.

Answer 8

The model that defines the discipline (specific skills, departments, functions, or roles), industry and geography of a talent advisor's marketplace, niche, or desk specialty.

Answer 9

The value of a deal before the service fee is deducted. It is the difference between the bill rate and the total labor cost. Direct margin = bill rate - total labor cost

Answer 10

A recruiting method in which the talent adviser presents an opportunity to a person who could potentially be placed and asks if it is of interest to him/her.

Answer 11

The titles or rolls that you place within your DIG. One element of the DIG model.

Answer 12

The business entity who is the legal employer for our contractors. As the EOR, the entity has all legal and financial obligations relating to the contractor, including withholding taxes, paying unemployment claims, and covering workers compensation incidents.

Answer 13

A payment method in which a client pays a portion of the total fee at the start of a search. Signifies a financial commitment between the talent adviser and client to making the search a priority. The balance of the fee is paid when a perspective employee is placed and begins work.

Answer 14

Exempt status questionnaire. This is the form we use to determine the classification of the contractor. This is important because it will determine whether or not we have to pay an OT premium to our contractor. ESQ does not apply to C2C workers.

Answer 15

Is a situation in which an individual accepts an offer but fails to report to work or starts work but does not remain employed through the guarantee period.

Answer 16

A feature, achievement, linking statement, and 2 benefits. An effective means of describing the positive attributes of talent and clients.

Answer 17

Is a positive attribute of a prospective employee or opportunity. The 1st element of a FAB statement.

Answer 18

A document sent to potential clients that describes the terms and conditions of a talent advisor's services. Includes the office's service fees, any guarantee period provided, and other items specific to the TOB.

Answer 19

The initial questions asked on the 1st page of the candidate data sheet (CDS). Used to gather information when making an initial recruiting call to determine whether to complete the full candidate a sheet. NO LONGER A STAND ALONE DOCUMENT.

Answer 20

The 1st page of the needs analysis profile (NAP) which is used to record the answers to 5 initial questions asked to qualify an opportunity with a client and to begin gaining an understanding of that client's needs. The answers indicate whether to proceed with the remainder of the needs analysis profile (NAP). NO LONGER A STAND ALONE DOCUMENT.

Answer 21

When you begin a call as a recruiting call to a perspective new hire and flip the call to a business development call where the individual could be a hiring manager. Or, when you begin a call as a business development call/impact player call to a possible hiring manager and flip the call to a recruiting call with the individual as a potential prospect for job opportunities.

Answer 22

An individual who screens calls.

Answer 23

The physical limitation placed on a talent adviser to ensure market penetration. One element of the DIG model.

Answer 24

The GDPR 2016/679 is a regulation in EU law covering data protection and privacy for all individuals within the European Union and the european economic area. In addition, it covers the 'export' of data outside the EU and the EEA. All offices and employees working with candidates and companies located within the EU and EEA must adhere to the regulation irrespective of where the office is located.

Answer 25

A period of time during which a replacement talent is offered to a client at no additional charge if an existing new hire leaves or is not satisfactory. Recommend at 30 days but can extend to 90 days from a new hire's start date. Please note International offices may work under different guarantee amounts.

Answer 26

A word or phrase preceded by the symbol # that classifies or categorizes the accompanying text (such as a tweet).

Answer 27

The person who makes the final decision on hiring someone to fill a position within a company. May also be the individual who is authorized to pay a talent adviser's fee. Sometimes called a decision maker.

Answer 28

20% of employees who are responsible for 80% of the impact on a business. These are the individuals we focus on locating and placing. Impact players are often utilized as a part of our marketing presentation too but in presentation to demonstrate the value we bring and open the dialog. Formally referred to as most placeable candidate (MPC).

Answer 29

Consistently create and distribute relevant content content i.e. posts, videos, blogs et cetera, through social media and other digital platforms to create warm call opportunities.

Answer 30

A recruiting method in which a talent adviser presents an opportunity to a potential candidate and asks if he/she would refer others for the position. The expectation is that the candidate may express interest in the opportunity.

Answer 31

The range of businesses involved in a specific branch of manufacturing, trade, or service. One element of The Dig model.

Answer 32

Is the acceptance, either orally or electronically, followed in writing or electronically, of job order(s) or talent by one office from another office. Sometimes known as split business.

Answer 33

Is someone who works with AE, PC, managers, and managing partners.

Answer 34

A project that has most of the elements of the the S. U. R. E. model. Consultants do not actively search on job orders but will attempt to match match (MAPPING) talent to such projects when and as talent becomes available.

Answer 35

Learning and Talent Development department.

Answer 36

A phrase that is used to 'link' factual features and achievements to benefits in a FAB statement.

Answer 37

A common interim model in which the client selects a (typically) very large global staffing company to be the funnel and primary point of contact for all interim business. MRI would be set up as an approved vendor under the MSP. We will get all requisitions through the MSP, bill the MSP, and be paid by the MSP.

Answer 38

Activities of identifying, qualifying, and matching talents' needs to existing search assignments or job orders. The goal is to produce a send-out and advance your relationship with existing clients and talent.

Answer 39

Companies we call to talk to hiring managers with a goal of securing search assignments and job orders.

Answer 40

The percent of the pay rate is increased to reach the bill rate. Mark-up = (bill rate - pay rate) / pay rate

Answer 41

The amount charged to the office for the back - office support provided by MRI interim solutions and includes the burden rate. Service fee is also known as service charge.

Answer 42

A blueprint for performing a high-touch process in an expedient, consistent manner, and for establishing a standard of quality throughout the organization.

Answer 43

The old term for an impact player.

Answer 44

Is a form used to record information about a client's or prospect's hiring needs. Allows a talent advisor to determine if a project is a search assignment, job order, or "can't help."

Answer 45

The amount of cash the office receives per hour worked for a specific entire assignment. It is the net amount after deducting the total cost of labor. Net cash/net commission = bill rate - total cost of labor

Answer 46

The professionals who, although typically currently employed and not actively seeking your employment, may consider making a change if the right opportunity 'came to them.' Passive talent are the most desirable professionals to employers.

Answer 47

Hourly rate we pay to the contractor.

Answer 48

The provisioning of long term temporary workers to a customer wherein the workers have been recruited (interviewed, tested and approved) by the customer, however, in reality are employees of the supplier providing the payroll services.

Answer 49

Someone who identifies, qualifies, recruits individuals; works with AE.

Answer 50

Recruiting software used in some offices to record all activities related to the placement process. Also called PCRecruiter.

Answer 51

Also known as E-POEJO and C-POEJO for Employer and candidate presentations. This is the old term for matching and presenting calls - MAPPING.

Answer 52

Steps taken by consultant after a candidate accepts an offer and begins employment. Includes resignation, guarantee period, and future client needs.

Answer 53

A Web based metrics software tool that gathers recruiting productivity for office goals, placements, cash in, rankings and reports.

Answer 54

Very common in a managed services provider (MSP) arrangement, whereby we do not invoice the m, they pay us off of approved timesheets.

Answer 55

Anything that raises a question about the placement potential of an individual or the validity of a search assignment. This may require further clarification before any decision can be made to move forward.

Answer 56

A payment that is made in stages, agreed upon by the talent adviser and client. Retained fees can be paid in a variety of ways but all involve an upfront payment from the client before work on the assignment is started. Historically, a client pays 1/3 of a talent adviser's total fee before the start of the search, 1/3 when a list of prospective talent has been submitted and the balance upon completion of the search. Expenses related to the search also may be included .

Answer 57

Flipping a recruiting call into a business development call by extracting information about potential job leads.

Answer 58

A list of 25 to 30 hiring managers to whom you can market your impact player. This is done daily to maintain a list of potential clients from which to create new business development call plans.

Answer 59

A project that has all the elements of the S.U.R.E. model and is most likely to lead to a placement. Talent advisers actively search for talent and clear planning time on their desks for search assignments.

Answer 60

Is someone who manages a number of franchises.

Answer 61

An interview of a prospective employee by a client via telephone, virtually, or in person.

Answer 62

A payment made by a client is often used as a 'sweetener' to convince the candidate to join where the salary may fall slightly short of expectations. Often fees can be charged on these payments provided it has been covered in the fee agreement or terms of business.

Answer 63

Companies or departments from which we actively source and recruit their employees as talent because we do not have a relationship with them in placing prospective employees (they have not paid us a fee in the last 12 months).

Answer 64

Outlines the parameters of the individual interim assignment, including job description, bill rate, and voice frequency.

Answer 65

An effective approach for asking and answering behavioral based interviewing questions. Stands for situation or task, action taken, and results of that action.

Answer 66

The conversation that occurs between the account executive and client before the interview with the prospective employee. This call ensures that all parties are on the same page with expectations and that the account executive can assist the client with any last minute details about the individual. This call was previously known as a client prep call.

Answer 67

The art of using relevant, timely stories to engage your clients, talent, and prospects to join the conversation and experience the benefits and value of partnering with a talent adviser.

Answer 68

Used to evaluate a project and classify it as a search assignment, job order, future need, or can't help. Stands for specifications of the job, urgency to fill the position, relationship between talent adviser and employer, and the excitement the consultant can convey about the position.

Answer 69

A candidate who is qualified for and interested in the services of a talent adviser.

Answer 70

The next evolution of recruiter. They know the industry they serve - inside and out. They work at a more strategic level than the average recruiter by looking beyond a current job opening and seeing the big picture of the organizational strategy and how a role impacts the company.

Answer 71

A concise compilation of several individuals' comparable key matches, criteria, and qualifications. Allows clients to more efficiently analyze and weigh a 'short list' of potential talent we represent against the requirements of a position.

Answer 72

The sum of the pay rate and the service fee (which includes the burden rate). Total labor cost = pay rate + service fee

Answer 73

A prospective new hire's refusal of an offer extended by a client.

Answer 74

A tool used by a large volume interim users to disperse requisitions and track candidates for contract staffing rolls.

Answer 75

The new name for split fee project whereby MRI network offices, both in the US and globally, can work together to fill positions for clients by pooling their talent, resources, and expertise.

Core Terminology Flashcards

Memorize core terminology (99 cards)