Talent acquisition is the ongoing work of finding, attracting, assessing and hiring people to meet an organisation's long-term skill needs. Unlike reactive recruiting, it plans pipelines, employer brand and hiring process ahead of individual vacancies.
A talent pool is a group of pre-screened candidates that a company or staffing partner keeps in contact with, so roles can be filled quickly when they open. It turns hiring from a fresh search into a shortlist that already exists.
Time to hire is the number of days between a candidate entering the hiring process and accepting an offer. It shows how quickly a company moves once it has found the person it eventually hires, separate from how long the role was open.
Culture fit is how well a candidate's working style and values match the way a team actually communicates, decides and handles feedback. Many teams now assess culture add instead, to avoid hiring for sameness.
IT staffing is the practice of sourcing and placing technology professionals with a company on a contract, contract-to-hire or permanent basis. A staffing partner finds and screens candidates, and often employs contractors, while the client directs their work.
A job description is a written outline of a role's purpose, responsibilities, required skills and working conditions. In engineering hiring it shapes who applies, what interviewers test and how a new hire's first months are judged.
In retained search a recruiter is paid partly up front for an exclusive, committed search. Contingency recruitment pays only when a candidate is hired, so retained suits senior or scarce roles and contingency suits volume and mid-level hiring.
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