Recruitment Glossary: Hiring Terms Explained A to Z (India)

Last updated: 21 September 2026 · By the Asuraa Team

What is a recruitment glossary?

A recruitment glossary is a list of the terms used in hiring, defined in plain language. This one covers more than 30 terms that job seekers and new recruiters meet in India, from ATS and JD to CTC, notice period and background verification.

Definitions follow Indeed's recruiting glossary, Recruiterflow's list of recruitment terms, Indeed India on CTC and Zoho Payroll on notice periods. Lines marked "For you" are our own editorial notes. For terms about your resume, see the resume and ATS glossary.

How do these hiring terms fit together?

Companies differ, but hiring often follows this order. The table is an editorial overview, not a standard process, and each term below is defined in the glossary.

Recruitment glossary: hiring terms from A to Z

Applicant tracking system (ATS)

An ATS is software that helps hiring managers and HR teams manage recruitment and hiring, from first contact to placement. It stores applications, jobs and workflow in one place.

For you: your resume usually enters an ATS first, so a clean layout helps. Read what an ATS is for more.

Source: Indeed and Recruiterflow.

Background verification (background check)

Background verification checks a candidate's identity and education, work and legal history. Indeed calls it a screening process an employer uses to verify these details, and Recruiterflow adds that it sometimes includes criminal or credit history.

For you: offers in India are often conditional on this check, which is commonly shortened to BGV. Keep your certificates and past employment details ready.

Source: Indeed and Recruiterflow.

Boolean search

Boolean search combines keywords with operators such as AND, OR and NOT to narrow results in candidate databases. Recruiters use it to find people whose profiles match a set of terms.

For you: the words on your profile decide whether you appear in such searches.

Source: Recruiterflow.

Cost per hire

Cost per hire is the total cost of filling a role, including advertising, tools and recruiter time, divided by the number of hires. Companies use it to measure how expensive their hiring is.

Source: Recruiterflow.

Counteroffer

A counteroffer happens when your current employer offers a raise, promotion or another incentive to stop you leaving. It can come after you resign or accept another offer.

For you: decide in advance what would make you stay, because the reasons you wanted to leave may not change.

Source: Recruiterflow.

CTC (cost to company)

CTC is the total cost the company bears to hire, train and keep you, including money and non-money components. Indeed India stresses that it is not the same as take-home salary.

Its example is a CTC of Rs 7.5 lakh a year, which it says can leave only about Rs 53,533 a month after deductions such as EPF, professional tax and insurance. That figure is Indeed India's illustration, and real amounts vary by employer.

For you: ask for the breakup of fixed and variable pay before comparing offers.

Source: Indeed India.

Direct hire

A direct hire is a placement where the candidate becomes a permanent employee of the client company, as opposed to temporary or contract work. Recruiterflow uses the term in the context of recruiting firms placing candidates.

Source: Recruiterflow.

Employee referral

An employee referral is a candidate introduced by someone who already works at the hiring company. Recruiterflow also counts people previously placed by a hiring firm.

For you: ask contacts to refer you, because referrals can reach roles that are not advertised.

Source: Recruiterflow.

Employer branding

Employer branding is how a company is seen by candidates, shaped by everything from job ad wording to how applicants are treated. It affects whether people want to apply.

For you: reviews and career pages are part of a company's employer brand, so read them before applying.

Source: Recruiterflow.

Ghosting (candidate ghosting)

Candidate ghosting is when a candidate stops responding without explanation, often after accepting an interview or even an offer. Recruiterflow lists it among common hiring problems.

For you: a short, polite message withdrawing your application is better than silence.

Source: Recruiterflow.

Headhunter

A headhunter is a person who finds and recruits highly skilled employees for other companies, often for executive or senior roles. They usually approach candidates directly.

Source: Indeed.

Job description (JD)

A job description is a written document that outlines the responsibilities, duties, requirements and skills for a role. Recruiters build screening around it.

For you: the JD is your best source of keywords for a tailored resume. See how to write a job description if you are on the hiring side.

Source: Indeed.

Notice period

A notice period is the amount of time an employee must give the employer before resigning. Zoho Payroll says it should be mentioned in the offer letter or letter of appointment, which it describes as a legal document.

Zoho gives typical durations of 30 days for freshers, 45 to 60 days for mid-level and senior roles, and often 60 to 90 days in IT companies. It also says a notice period buyout is a negotiated exception, not a right.

For you: check your notice period before you accept an offer, because new employers may ask you to join sooner.

Source: Zoho Payroll.

Offer letter

An offer letter is the formal written offer of employment, including compensation, start date and role details. Indeed adds that it includes key information such as benefits and classification.

For you: read it fully, including your CTC breakup and notice period, before you sign or resign from your current job.

Source: Indeed and Recruiterflow.

Onboarding

Onboarding is the process of bringing a new hire into their role and the organisation, from paperwork through initial training. Indeed describes it as integrating new employees into their positions.

Source: Indeed.

Passive candidate

A passive candidate is someone who is not actively job hunting but would consider the right opportunity if approached. Recruiters often contact them through sourcing.

For you: a complete, up-to-date profile helps recruiters find you even when you are not applying.

Source: Recruiterflow.

Phone screen

A phone screen is a short, early call (phone or video) to confirm basic fit, availability and interest before more time is invested. It is usually the first live contact.

For you: be ready to state your role interest, availability and notice period in a minute or two.

Source: Recruiterflow.

Reference check

A reference check verifies a candidate's claims and past performance by speaking with former managers, colleagues or clients. It usually happens late in the process.

For you: ask people before you list them as references.

Source: Recruiterflow.

Requisition

A requisition is a formal document a manager completes to request approval to hire a new employee. It is the starting point of many hiring processes.

Source: Indeed.

Resume parsing

Resume parsing is the automated extraction of structured data such as skills, employers, dates and education from a resume into a candidate record. Software that parses can misread complex layouts.

For you: use plain headings and a single column.

Source: Recruiterflow.

RPO (recruitment process outsourcing)

RPO is an arrangement where a company outsources all or part of its hiring function to an external provider. The provider may handle sourcing, screening or the whole process.

For you: the recruiter you speak to may work for an RPO provider and not for the company itself.

Source: Recruiterflow.

Scorecard

A scorecard is a structured template used to rate candidates consistently against the same criteria, usually after an interview. It helps interviewers compare candidates fairly.

Source: Recruiterflow.

Screening

Screening is the process of evaluating candidates against a role's requirements to decide who moves forward. It can be done by people, software or both.

For you: see how to screen candidates for the employer's view.

Source: Recruiterflow.

Shortlist

A shortlist is a list of the candidates who best match the requirements for a position. Recruiterflow describes it as the small set presented to a hiring manager after sourcing and screening.

Source: Indeed and Recruiterflow.

Skills assessment

A skills assessment is a test or exercise used to verify a candidate's actual ability to do the work, rather than relying on self-reported experience. It may be a coding test, a case or a work sample.

Source: Recruiterflow.

Sourcing

Sourcing is the active process of identifying and reaching out to potential candidates instead of waiting for them to apply. Recruiters may search databases and professional networks.

For you: recruiters may find you through sourcing, so keep your profile clear and current.

Source: Recruiterflow.

Structured interview

A structured interview is one where every candidate is asked the same core questions in the same order and scored against the same criteria. It aims to make comparison fairer.

For you: prepare concrete examples, because answers are compared with a standard.

Source: Recruiterflow.

Talent pipeline

A talent pipeline is the group of candidates actively moving through stages toward a specific open role. It is a subset of the wider talent pool.

Source: Recruiterflow.

Talent pool

A talent pool is the broader group of people a recruiter has identified as potentially qualified for a type of role. Members may not have applied yet.

Source: Recruiterflow.

Time to fill

Time to fill is the number of days between a job order opening and a candidate accepting the role. It measures how long the vacancy stays open.

Source: Recruiterflow.

Time to hire

Time to hire is the number of days between a candidate's first contact with the process and their acceptance of an offer. It measures the candidate's journey and not the vacancy's age.

For employers, see how to reduce time to hire.

Source: Recruiterflow.

What do most recruitment glossaries get wrong?

Most glossaries are alphabetical lists for recruiters and stop at the definition. These are the gaps we tried to close.

• They ignore India-specific terms. CTC, notice period and BGV come up in most Indian offers and are missing from many lists.
• They skip what a term means for candidates. A definition helps more when it says what to do about it.
• They blur similar terms. Time to hire and time to fill measure different things, and a talent pool differs from a talent pipeline.
• They rely on one vendor's wording. Terms vary between companies, so ask a recruiter what they mean when it matters.

FAQ

What does CTC mean in a job offer?

CTC stands for cost to company. It is the total cost an employer bears to hire, train and keep you, including money and non-money components, and it is not your take-home pay. Ask for the breakup of fixed pay, variable pay and deductions before comparing offers.

What is a notice period?

A notice period is the time you must give your employer before resigning. Zoho Payroll says it should be stated in your offer letter or letter of appointment, and gives typical durations such as 30 days for freshers and 60 to 90 days in many IT companies. Check yours before accepting an offer.

What is the difference between sourcing and screening?

Sourcing is actively finding and reaching out to potential candidates instead of waiting for applications. Screening is evaluating candidates against a role's requirements to decide who moves forward. Sourcing comes first, when the pool is built, and screening narrows it down.

What is background verification in hiring?

Background verification, also called a background check, is a process an employer uses to verify a candidate's identity and check their education, work and legal history. Offers are often conditional on it, so keep your certificates and past employment details ready.

What is the difference between time to hire and time to fill?

Time to fill is the number of days between a job opening and a candidate accepting the role, while time to hire counts from the candidate's first contact with the process to their acceptance. Time to fill measures the vacancy, and time to hire measures the candidate's journey.

What does ATS stand for in recruitment?

ATS stands for applicant tracking system. It is software that helps hiring teams manage applications and the hiring workflow from first contact to placement. Your resume often enters one first, so a clean, single-column layout with standard headings helps it be read correctly.

Final thoughts

Hiring terms are easier once you see where each one sits in the process. Use the glossary to read offers and job posts with more confidence, and ask the recruiter when a term is unclear.

For your resume side of the vocabulary, read our resume and ATS glossary, and browse roles on the jobs page.