Recruitment tracking terminology is also nuanced. Whether you’re a talent sourcer, recruiter, or hiring manager, these phrases help keep everyone on the same page.

Using the right term for each step of the hiring process enables you to accurately track and report progress. This process can also help you identify gaps which may require further review or additional support.

With the right terminology driving the process, you can help ensure hiring targets are achieved and business partners remain satisfied.

Talent-pooling

This refers to market and talent mapping. A talent sourcer is typically responsible for talent pooling. This information is then offered to the recruiter or hiring manager.

When building a talent pool, the sourcer does not yet contact candidates. The list of possible candidates may be given to the onsite team, or another recruiter, for candidate screening.

Long-listing candidates

This is the list of candidates who have been screened by a talent sourcer. The sourcer will have identified these candidates as suitable for further consideration, typically by the on-site recruiter.

Short-listing candidates

This refers to the number of candidates from your long-list who are recommended to the hiring manager. The recruiter typically makes a recommendation on who to short-list.

Here’s an example of recruitment-tracking, phrase by phrase

The talent sourcer begins by building a talent pool. From the talent pool, she or he then identifies and screens 10 candidates. She or he identifies six as being suitable for the role. These six candidates are forwarded as a long-list to the onsite recruiter. Next, that recruiter decides to short-list five of them. Finally, these five candidates are recommended to the hiring manager.

If a talent sourcer is also managing the relationship with the hiring manager, the short-list and long-list numbers will be the same.