19 essential terms to understand how to recruit accurately, quickly, and for the long term — from the fundamentals of predictive matching to the day-to-day management of HR teams.
A recruitment approach built on objective data — personality traits, cultural fit, the role's real requirements — to anticipate a candidate's success before hiring, rather than relying on gut feeling or a CV alone.
Profilium's proprietary framework that assesses a candidate across 5 key dimensions — Drive, Structure, Agility, Influence, Reliability — to build a reliable, comparable behavioral profile.
The company-side counterpart to Predictive Genome™: a dual-respondent questionnaire that captures a team's real culture to enable matching based on fit, not just skills.
The compatibility score that measures the distance between a candidate's profile and a team's ADN Entreprise™, to prioritize the most aligned profiles in the pipeline.
Matching a candidate's characteristics against a role's real requirements, beyond CV keywords — the core of any predictive recruitment platform.
The pre-recruitment step that clarifies the skills, behavioral traits and real objectives expected for a role, to build a job description that attracts the right profiles from the start.
The image a company projects as an employer — its culture, values, management style — which directly influences the quality and volume of applications received.
The active search for and identification of potential candidates, beyond the spontaneous applications received on a published job posting.
An enriched application format in which the candidate speaks aloud, automatically analyzed to complement the classic written CV assessment and give a more human first impression.
The evolution of the audio CV into a video format, designed as a first step toward the smart video interview — a richer way to present a candidate even before the first conversation.
A recruiter's breakdown in communication with a candidate mid-process, with no feedback or closure — a practice that durably damages employer brand, even with rejected candidates.
Recruitment through an internal employee's recommendation — an effective channel, provided you stay alert to the network bias it can introduce into the diversity of hired profiles.
The base of already identified or assessed qualified candidates, quickly mobilized for a new hiring need without starting a search from scratch.
All the stages a candidate goes through, from application to hire — sourcing, screening, interviews, assessment, decision — whose structured tracking speeds up decision-making.
An interview run against a set of questions and criteria defined in advance and applied to every candidate, which reduces bias and makes comparing profiles genuinely reliable.
The phase following hiring during which employer and employee mutually confirm the fit for the role — a key moment to validate or adjust the matching made upstream.
The time between opening a role and the selected candidate accepting an offer — a key indicator for measuring the efficiency of a recruitment process.
The measure of a hire's success over time — performance, retention, integration — rather than just the speed or volume of applications processed.
The process of integrating a new employee into the company, whose first 30 days largely determine whether they decide to stay beyond the probation period.
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