The Ultimate Recruitment Glossary for Candidates

Author: RBox | Category: Guides & Resources

1. Application & Job Hunting Phase

Before hitting the "Apply" button, job seekers need to understand the unspoken standards employers set through these fundamental concepts:

• JD (Job Description): An official document outlining the specific responsibilities, daily duties, required skills, and benefits of an open role. One of the biggest mistakes candidates make is blasting the same generic resume to dozens of different JDs instead of tailoring their profile to match each specific listing.

• CV (Curriculum Vitae) vs. Resume: While often used interchangeably in certain regions, these two documents serve different purposes. A CV is a comprehensive, multi-page overview detailing your entire academic history, research projects, and career timeline. In contrast, a Resume is a concise summary (typically 1 to 2 pages) curated to highlight only the skills and achievements most relevant to the target position.

• Cover Letter: A short introductory letter accompanying your resume that explains why you are applying and how your specific background can solve the company’s immediate challenges.

• Portfolio: A curated collection of real-world work samples, completed projects, and measurable results. Having an impressive portfolio is virtually mandatory for roles in creative fields, design, media, software engineering, and architecture.

• ATS (Applicant Tracking System): Automated recruitment software that scans, parses, and ranks resumes based on keyword density compared to the JD—long before a human recruiter ever sees your file. An "ATS-friendly resume" avoids complex tables, heavy graphics, or messy multi-column layouts that might prevent the software from reading your data accurately.

• Headhunter vs. Recruiter: An in-house Recruiter works directly inside a company’s HR department to fill its own open roles. A Headhunter (or agency recruiter) works for a third-party staffing firm, commissioned by companies to actively track down passive, high-level talent (Senior/Executive roles) or fill niche, hard-to-hire positions.

2. Interview & Assessment Phase

Once your application makes it past the ATS filter, you will enter the direct evaluation pipeline, which involves several structured screening methods:

3. Compensation & Benefits (C&B) Phase

Receiving a job offer brings a wave of C&B (Compensation & Benefits) terminology. Understanding the exact numbers and definitions will help you protect your financial interests during negotiations:

• Offer Letter: A formal document confirming that the company wants to hire you. It outlines your official job title, start date, compensation structure, and perks prior to signing the binding employment contract.

• Gross Salary vs. Net Salary:

  • Gross Salary is your total monthly earnings before any mandatory insurance contributions or income taxes are deducted.

  • Net Salary (Take-home pay) is the actual amount deposited into your bank account after deducting mandatory statutory insurance and Personal Income Tax (PIT).

  • Practical Note (Vietnam Labor Market Context): In Vietnam, transitioning from Gross to Net involves a mandatory 10.5% employee insurance deduction (8% Social Insurance, 1.5% Health Insurance, and 1% Unemployment Insurance), plus PIT if applicable. Under current tax regulations (Resolution 110/2025/UBTVQH15, effective from the 2026 tax year), personal tax relief has increased to 15.5 million VND/month for the taxpayer and 6.2 million VND/month per registered dependent. Therefore, single employees whose post-insurance income is 15.5 million VND or less are completely exempt from Personal Income Tax.

• Benefits Package: The complete set of non-wage perks offered by an employer, such as meal and travel allowances, private health insurance, 13th-month salary bonuses, performance incentives, or employee stock options (ESOP).

• Probation Period: A trial employment phase (typically lasting 1 to 2 months depending on seniority) before signing a permanent contract. During probation, candidates generally receive between 85% and 100% of their full negotiated salary.

4. Onboarding & Modern Workplace Operations

After signing the offer letter, new hires immediately encounter terminology governing daily workplace operations and performance tracking:

• Onboarding: The structured integration process through which a company helps new employees acclimate to internal workflows, technical systems, organizational culture, and team members during their first few weeks.

• On-site / Remote / Hybrid: The three dominant workplace models shaping today's labor market:

  • On-site: Working full-time in person at a physical office or facility.

  • Remote (Work from Anywhere): Working entirely off-site without commuting to a central office.

  • Hybrid Working: A flexible blend of both models (e.g., working 3 days at the office and 2 days from home).

• KPI (Key Performance Indicator) vs. OKR (Objectives and Key Results): Two widely used performance measurement frameworks. While KPIs focus on tracking specific, routine quantitative metrics over a set period, OKRs act as a strategic goal-setting framework linking ambitious objectives with measurable breakthrough results.

• PIP (Performance Improvement Plan): A formal document issued when an employee consistently underperforms over an extended period. It establishes clear recovery targets within a strict timeline; failing to meet a PIP often leads to role reassignment or contract termination.

Mastering recruitment vocabulary not only helps candidates accurately interpret what employers are looking for, but also projects professionalism, confidence, and workplace readiness from the very first interaction.