Staffing		Communication technique to increase the engagement between communicators and their audiences. It involves two-way communication and attention to nonverbal signs that indicate interest and reactions to the message and speaker.
Job analysis		Physical, psychological, and social aspects of employee health.
Employee value proposition (EVP)		Written statements of the minimum qualifications for the job incumbent.
Employment branding		Process of positioning an organization as an “employer of choice” in the labor market.
Essential functions		Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so.
Head count		Activities associated with an employee’s tenure in an organization.
Selection screening		Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.
Orientation		Instruments that collect and assess information on employee engagement, satisfaction, and perceptions surrounding the work environment.
Competencies		Process of constructing a message so that an audience sees communicated facts in a certain way and is persuaded to take a certain action.
Recruitment		Ability of an organization to keep its employees.
Applicant tracking system (ATS)		HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization’s financial success.
Onboarding		Employees’ perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention, and engagement.
Job specifications		Analyzing candidates’ application forms, curricula vitae, and résumés to locate the most-qualified candidates for an open job.
Job description		Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization.
Selection		Behaviors and results as defined by an organization to communicate the expectations of management.
Sourcing		Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees.
Reasonable accommodation		Software application that automates organizations’ management of the recruiting process (such as accepting application materials, screening applicants, etc.).
Selection interviews		Process of evaluating the most suitable candidates for a position.
Employee life cycle (ELC)		Process of measuring and evaluating an employee’s adherence to performance standards and providing feedback to the employee.
Performance management		Process of systematically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed.
Performance standards		Process by which an organization generates a pool of qualified job applicants.
Realistic job preview (RJP)		In communication, any factor that can disrupt the sending and receipt of a message—for example, physical factors such as loud environments, cultural factors such as a distinctive accent, or cognitive factors such as the use of unfamiliar jargon.
Employee engagement		Modifying a job application process, a work environment, or the circumstances under which a job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions.
Performance appraisal		Tool used to provide a job applicant with honest, complete information about a job and the work environment.
Employee surveys		Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment.
Well-being		Components of a message apart from its words. This could include physical gestures and posture and vocal tones, volume, and speed.
Retention		Process by which new employees become familiar with the organization and with their specific department, coworkers, and job.
Stay interviews		Employees’ emotional commitment to an organization, demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning.
Framing		Primary job duties that a qualified individual must be able to perform, either with or without accommodation.
Nonverbals		Number of people on an organization’s payroll at a particular moment in time.
Noise		Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).
Active listening		Process by which an organization seeks out candidates and encourages them to apply for job openings.