Human Resources Glossary by LinkedIn

Welcome to our HR Glossary, your comprehensive resource for understanding key hiring terms, recruiting terms, and essential HR concepts. Whether you're an HR professional, a manager, or an employee, this glossary provides clear definitions and explanations to help you navigate human resources with confidence.

From recruitment and selection to workforce planning and HR compliance, explore concise insights designed to support your HR journey. Explore and expand your HR knowledge with us.

Applicant Tracking System (ATS)

Applicant Tracking System (ATS) is software used by employers and recruiters to streamline the hiring process by automating the collection, sorting, and management of job applications. An ATS helps track candidates through different hiring stages, filter resumes based on keywords or qualifications, and improve recruitment efficiency. It enhances organization, reduces manual workload, and ensures a smoother candidate selection process.

Behavioral Interviewing

Behavioral Interviewing is a technique used in job interviews where candidates are asked to provide specific examples of past experiences to demonstrate how they have handled various work situations. This method is based on the idea that past behavior is the best predictor of future performance.

Candidate Experience

Candidate Experience refers to a job seeker’s overall perception of an employer’s hiring process, from application to final decision. It includes interactions with recruiters, communication transparency, interview processes, and the ease of applying for a position.

Candidate Persona

Candidate Persona is a semi-fictional representation of an ideal job candidate based on data, research, and hiring needs. It includes details such as skills, experience, motivations, career goals, and preferred communication channels. Creating a candidate persona helps recruiters and hiring managers attract, engage, and hire the right talent by tailoring job descriptions, outreach strategies, and employer branding efforts.

Compensation Benchmarking

Compensation Benchmarking is the process of comparing an organization’s salary and benefits against industry standards and competitors to ensure competitive and equitable pay. This analysis helps employers attract and retain top talent, maintain internal pay equity, and align compensation strategies with market trends and business goals.

Culture Fit

Culture Fit refers to the alignment between a candidate’s values, beliefs, work style, and behaviors with those of a company’s organizational culture. It ensures that an employee will thrive in the work environment, collaborate effectively with the team, and uphold the company’s mission and core values.

Diversity, equity & inclusion (DEI)

Diversity, equity & inclusion refers to practices that empower employees from different backgrounds, including race, gender, creed, and sexual orientation, paving the way for a harmonious, fully integrated workplace culture where everyone is entitled to fair opportunities — and where mutual respect is a guiding principle.

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Job Requisition

Job Requisition is a formal request to fill a job opening within an organization. It is typically submitted by a hiring manager to the HR or recruitment team and includes key details such as the job title, department, responsibilities, required qualifications, salary range, and justification for the hire.

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Onboarding Process

Onboarding Process refers to the structured process of integrating new employees into an organization. It includes activities such as orientation, training, and mentorship to help new hires understand their roles, company culture, policies, and expectations. A well-designed onboarding process enhances employee engagement, productivity, and retention by providing the necessary tools and support for a successful transition.

Reference Check

Reference Check is the process of verifying a job candidate’s background, work history, and qualifications by contacting their previous employers, colleagues, or other professional references. Employers use reference checks to confirm the accuracy of a candidate’s resume, assess their skills and work ethic, and gain insights into their past performance and behavior before making a hiring decision.

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