A guide to the words and terms used in ClearCo. Find simple definitions, real-world examples, and helpful context for every feature across all product modules. Whether you're new to the platform or need a quick refresher, this glossary helps you understand the tools you use every day.
This glossary explains terms you'll see in ClearCo. There are several ways to find what you need:
- Search by letter — Use the A-Z index below
- Browse by topic — Look through modules like Recruiting or Performance
- Find by task — See "What do you want to do?" section
- Ask a question — Check Common Questions
Each term includes:
- What it is — A simple explanation
- Why it matters — How it affects your work
- Example — A real-world scenario
A | B | C | D | E | F | G | H | I | J | L | N | O | P | Q | R | S | T | U | V | W | X
- Recruiting (28 terms) — Hiring and managing candidates
- Performance Management (15 terms) — Employee reviews and feedback
- Onboarding (11 terms) — New hire setup and paperwork
- Goals (7 terms) — Setting and tracking objectives
- Reporting & Analytics (17 terms) — Data and reports
- ClearInsights (9 terms) — Analytics platform
- EEO & Diversity (10 terms) — Compliance and reporting
- Benchmarking (5 terms) — Industry comparisons
- Surveys & Engagement (6 terms) — Employee feedback
- Setup & Administration (13 terms) — System configuration
- Integrations (8 terms) — Connected systems
- Learning Management (31 terms) — Training and courses
- Compensation Management (10 terms) — Pay planning
I want to hire someone
- Requisition — Start a job opening
- Candidate — Track applicants
- Pipeline — See hiring progress
- Offer Letter — Send job offers
- Background Check — Verify candidates
I need to manage performance
- Review Cycle — Set up evaluations
- Performance Review — Evaluate employees
- Competency — Rate skills
- One on Ones — Track meetings
I'm onboarding a new hire
- Onboarding Packet — Assign tasks
- New Hire Task — Track completion
- I-9 — Verify work eligibility
I want to run reports
- Time to Fill — Measure hiring speed
- ClearInsights — Build dashboards
- Liveboard — Create visualizations
What's the difference between a requisition and a job posting? A requisition is the internal request to fill a job. A job posting is the public listing on job boards.
How do I track where candidates are in the hiring process? Use the pipeline view to see all candidates and their workflow stage.
What reports show how fast we're hiring? Check Time to Fill and Time to Hire reports.
What's the difference between Settings, Configure, and Customize? Settings are your personal preferences (like notifications). Configure controls how the system works (like workflows). Customize changes how things look (like dashboards).
This section has 28 terms about hiring and managing job candidates.
Requisition | Candidate | Candidate Profile | Pipeline | Workflow Stage | Source | Interview | Scorecard | Job Board | Offer Letter | Disposition | Hiring Manager | Recruiter | Application | Background Check | Talent Match | Sourcing | Virtual Recruiter | Text-to-Apply | Self-Schedule | Email Campaign | Bulk Actions | Employee Referral | Career Site
What it is: A request to fill an open job position.
Why it matters: You create a requisition when your team needs to hire someone. It's the first step in the hiring process.
Example: Sarah's team needs a new software developer. She creates a requisition with the job title, salary range, and requirements. Once HR approves it, the job can be posted.
Related: Candidate, Pipeline, Job Board
What it is: A person who has applied for a job or is being considered for a position.
Why it matters: Candidates are the people moving through your hiring process. You review, interview, and evaluate them.
Example: John applies for a marketing position. He becomes a candidate in the system. The recruiter reviews his resume and schedules an interview.
Related: Application, Pipeline, Candidate Profile
What it is: A page showing all information about one candidate.
Why it matters: This is where you see everything about a candidate in one place — their resume, interview notes, and status.
Example: Maria clicks on a candidate's name to see their profile. She can view their resume, read interview feedback, and check their current workflow stage.
What it is: A view showing where all candidates are in the hiring process.
Why it matters: The pipeline helps you see who is at each stage — from new applicants to people with offers.
Example: David checks the pipeline for his open position. He sees 5 new applicants, 3 people scheduled for interviews, and 1 person ready for an offer.
Related: Workflow Stage, Candidate
What it is: A step in the hiring process, like "Applied," "Interview," or "Offer."
Why it matters: Workflow stages help you track where each candidate is. Moving someone to a new stage updates their status.
Example: After interviewing Lisa, the recruiter moves her from the "Interview" stage to the "Reference Check" stage.
Related: Pipeline, Disposition
What it is: Where a candidate found out about and applied for a job.
Why it matters: Knowing your sources helps you spend recruiting money wisely. You can see which sources bring the best candidates.
Example: The company gets most applicants from Indeed, but the best hires come from employee referrals. They might increase the referral bonus.
Related: Job Board, Employee Referral, Career Site
What it is: A meeting to evaluate if a candidate is right for the job.
Why it matters: Interviews let you assess skills, experience, and fit. You can have one-on-one or panel interviews.
Example: Chen schedules a 30-minute video interview with a candidate. After the call, he fills out a scorecard rating the candidate's answers.
Related: Scorecard, Self-Schedule
What it is: A form interviewers use to rate candidates on specific criteria.
Why it matters: Scorecards create consistent, fair evaluations. Everyone rates candidates using the same questions.
Example: After each interview, the team fills out a scorecard rating communication skills, technical knowledge, and culture fit on a 1-5 scale.
Related: Interview, Competency
What it is: A website where you post jobs to attract candidates.
Why it matters: Job boards like Indeed and LinkedIn help you reach more people looking for work.
Example: When a requisition is approved, the recruiter posts it to Indeed, LinkedIn, and ZipRecruiter to attract applicants.
Related: Requisition, Source, Career Site
What it is: A formal document offering someone a job with details about pay and start date.
Why it matters: This is how you officially hire someone. The candidate signs to accept the position.
Example: After background checks pass, HR sends Kim an offer letter with a $75,000 salary and a January 15 start date. Kim signs and returns it.
Related: Background Check, Onboarding
What it is: The reason a candidate is removed from consideration.
Why it matters: Recording dispositions helps you understand why people don't get hired. This data improves future recruiting.
Example: A candidate withdraws to take another offer. The recruiter marks them as "Withdrew - Accepted Other Position."
Related: Workflow Stage, Pipeline
What it is: The person who makes the final hiring decision, usually the future boss.
Why it matters: Hiring managers know what their team needs. They review candidates and approve offers.
Example: Alex is the hiring manager for a sales role. She reviews resumes, joins interviews, and decides who gets the offer.
Related: Recruiter, Requisition
What it is: A person who finds candidates and manages the hiring process.
Why it matters: Recruiters handle job postings, screen resumes, schedule interviews, and keep candidates moving through the pipeline.
Example: Marcus is a recruiter. He posts jobs, reviews 50 resumes, and schedules interviews for the top 10 candidates.
Related: Hiring Manager, Sourcing
What it is: The form a candidate fills out to apply for a job.
Why it matters: Applications capture candidate information, resumes, and answers to screening questions.
Example: Emma submits an application that includes her resume, contact information, and answers to three screening questions.
Related: Candidate, Career Site
What it is: A process to verify a candidate's history before hiring.
Why it matters: Background checks confirm employment history, education, and check for criminal records.
Example: After extending an offer, HR orders a background check. It verifies the candidate's previous job and education.
Related: Offer Letter, Onboarding
What it is: An AI feature that scores how well candidates match a job.
Why it matters: Talent Match saves time by ranking candidates automatically. You can focus on the best matches first.
Example: 100 people apply for a role. Talent Match scores them and shows the top 20 candidates who best fit the requirements.
Related: Candidate, Virtual Recruiter
What it is: Finding potential candidates before they apply.
Why it matters: Sourcing helps you fill hard-to-fill roles by reaching out to qualified people proactively.
Example: The recruiter searches LinkedIn for software engineers and sends messages to people who might be interested in the company.
Related: Recruiter, Virtual Recruiter
What it is: An AI assistant that helps with candidate outreach and screening.
Why it matters: The Virtual Recruiter automates repetitive tasks like sending emails and answering candidate questions.
Example: The Virtual Recruiter automatically sends thank-you emails to applicants and answers common questions about the company.
Related: Talent Match, Email Campaign
What it is: A way for candidates to start an application by texting a number.
Why it matters: Text-to-Apply makes applying easier, especially for roles where candidates may not have computer access.
Example: A restaurant puts "Text APPLY to 55555" on their help wanted sign. Interested people text and receive a link to apply.
Related: Application, Career Site
What it is: A feature that lets candidates pick their own interview time.
Why it matters: Self-scheduling saves back-and-forth emails. Candidates choose from available time slots.
Example: Instead of emailing five times to find a time, the recruiter sends a self-schedule link. The candidate picks Tuesday at 2 PM.
Related: Interview
What it is: Automated emails sent to groups of candidates.
Why it matters: Email campaigns help you stay in touch with candidates and keep them interested in your company.
Example: Candidates who applied but weren't hired get monthly emails about new job openings and company news.
Related: Virtual Recruiter, Candidate
What it is: Doing the same action to many candidates at once.
Why it matters: Bulk actions save time when you need to email, text, or move many candidates.
Example: The recruiter selects 25 candidates and sends them all a rejection email with one click.
Related: Email Campaign
What it is: A candidate recommended by a current employee.
Why it matters: Referrals often become great hires. Many companies pay bonuses for successful referrals.
Example: Tom refers his friend for an open position. When the friend is hired and stays 90 days, Tom receives a $1,000 referral bonus.
What it is: Your company's website where people find and apply for jobs.
Why it matters: A good career site attracts candidates and makes applying easy.
Example: The company career site shows open positions, employee testimonials, and benefits information. Candidates can apply directly.
Related: Job Board, Application
| Term | Remember This |
|---|---|
| Requisition | A request to fill a job |
| Candidate | Person applying for a job |
| Pipeline | Where candidates are in the process |
| Workflow Stage | A step like "Interview" or "Offer" |
| Source | Where candidates found the job |
| Scorecard | Interview rating form |
| Disposition | Why someone wasn't hired |
This section has 15 terms about employee evaluations and feedback.
Review Cycle | Performance Review | 360 Review | Competency | Nine Box | Performance Score | Review Section | Approval Stage | One on Ones | Quality of Hire | Onboarding Review | Self-Assessment | Performance Dashboard | Review Visibility
What it is: A set time period when employee reviews happen.
Why it matters: Review cycles organize when and how you evaluate employees. They include timelines and who participates.
Example: The company runs an annual review cycle every January. Managers complete reviews for their team members by January 31.
Related: Performance Review, Self-Assessment
↑ Back to Performance Management
What it is: A formal evaluation of how well an employee is doing their job.
Why it matters: Reviews give employees feedback and help determine raises, promotions, and development areas.
Example: During her annual review, Lisa's manager rates her work, discusses achievements, and sets goals for next year.
Related: Review Cycle, Performance Score
↑ Back to Performance Management
What it is: Feedback from multiple people — managers, peers, and direct reports.
Why it matters: 360 reviews give a complete picture of someone's performance from different viewpoints.
Example: For his 360 review, James receives feedback from his boss, three coworkers, and two people he manages.
Related: Performance Review, Competency
↑ Back to Performance Management
What it is: A skill or behavior you rate during reviews.
Why it matters: Competencies create consistent ways to measure things like communication, teamwork, and problem-solving.
Example: The review rates employees on five competencies: Communication, Collaboration, Innovation, Accountability, and Leadership.
Related: Scorecard, Performance Score
↑ Back to Performance Management
What it is: A grid that plots employees by performance and potential.
Why it matters: Nine Box helps identify top performers, future leaders, and people who need support.
Example: The leadership team uses the Nine Box to discuss succession planning. High performers with high potential are candidates for promotion.
Related: Performance Score
↑ Back to Performance Management
What it is: The overall rating an employee receives on their review.
Why it matters: Scores summarize performance and often connect to raises or bonuses.
Example: Employees receive a score from 1-5. A score of 4 means "Exceeds Expectations" and qualifies for a higher raise.
Related: Performance Review, Competency
↑ Back to Performance Management
What it is: A part of a review focusing on one area, like goals or competencies.
Why it matters: Sections organize reviews into logical parts that are easier to complete and read.
Example: The review has three sections: Goal Achievement, Competency Ratings, and Manager Comments.
Related: Performance Review
↑ Back to Performance Management
What it is: A step where someone reviews and approves work before it moves forward.
Why it matters: Approvals ensure reviews are complete and fair before employees see them.
Example: After the manager finishes a review, it goes to HR for approval. HR checks it and releases it to the employee.
Related: Review Cycle
↑ Back to Performance Management
What it is: Regular meetings between a manager and team member.
Why it matters: One on ones give time for feedback, coaching, and discussing goals. You can track them in the system.
Example: Maria meets with her manager every two weeks. They discuss current projects, roadblocks, and career development.
Related: Goal, Performance Review
↑ Back to Performance Management
What it is: How well new employees perform after being hired.
Why it matters: Quality of hire shows if your recruiting process brings in good people.
Example: The company tracks quality of hire by looking at new employee performance scores after 90 days.
Related: Onboarding Review
↑ Back to Performance Management
What it is: An early performance check during a new hire's first months.
Why it matters: Onboarding reviews catch problems early and help new employees succeed.
Example: All new hires receive a 30-day and 90-day onboarding review to ensure they're adjusting well.
Related: Quality of Hire, Performance Review
↑ Back to Performance Management
What it is: When employees rate their own performance.
Why it matters: Self-assessments encourage employees to reflect on their work before meeting with their manager.
Example: Before her review meeting, Ana completes a self-assessment describing her accomplishments and areas for growth.
Related: Performance Review
↑ Back to Performance Management
What it is: A screen showing review progress and performance data.
Why it matters: The dashboard helps HR track which reviews are complete and spot trends.
Example: The HR director checks the dashboard. It shows 85% of reviews are complete with 3 days until the deadline.
Related: Review Cycle
↑ Back to Performance Management
What it is: Settings that control who can see review content.
Why it matters: Visibility settings protect privacy and control when employees see their reviews.
Example: Reviews are hidden from employees until all approvals are complete. Then they become visible.
Related: Approval Stage
↑ Back to Performance Management
| Term | Remember This |
|---|---|
| Review Cycle | When reviews happen |
| Performance Review | Formal employee evaluation |
| 360 Review | Feedback from many people |
| Competency | A skill being rated |
| Nine Box | Grid of performance vs. potential |
| One on Ones | Regular manager meetings |
This section has 11 terms about setting up new employees.
Onboarding Packet | New Hire Task | Documentation | Onboard | Approver | I-9 | Tax Forms | Onboarding Coordinator | Bulk Onboarding | New Hire Validation | Packet Assignment
What it is: A set of tasks and forms assigned to new hires.
Why it matters: Packets organize everything new employees need to complete before or after starting.
Example: New sales hires receive a packet with tax forms, company policies to sign, and training videos to watch.
Related: New Hire Task, Packet Assignment
What it is: One item a new employee must complete.
Why it matters: Breaking onboarding into tasks makes progress trackable. You can see what's done and what's pending.
Example: One task asks the new hire to watch a safety video. Another asks them to sign the employee handbook.
Related: Onboarding Packet
What it is: Papers or forms new hires must review, sign, or submit.
Why it matters: Documentation ensures employees understand policies and provide required information.
Example: New hire documentation includes the employee handbook, confidentiality agreement, and emergency contact form.
Related: New Hire Task, I-9
What it is: The process of bringing a new hire into the company.
Why it matters: Good onboarding helps new employees feel welcome and become productive faster.
Example: The company onboards new employees over two weeks with paperwork, training, and team introductions.
Related: Onboarding Packet
What it is: Someone who reviews and approves submitted items.
Why it matters: Approvers verify that new hire tasks are completed correctly before closing them.
Example: The I-9 form requires an approver to verify the documents in person. HR reviews and approves it.
Related: New Hire Task
What it is: A U.S. government form proving someone can legally work.
Why it matters: The I-9 is required by law. New hires must show ID documents within 3 days of starting.
Example: On her first day, Sarah brings her passport. HR reviews it and completes Section 2 of her I-9 form.
Related: Documentation, Tax Forms
What it is: Government forms for tax withholding, like the W-4.
Why it matters: Tax forms tell payroll how much tax to take from paychecks.
Example: The new hire fills out a W-4 form choosing how many allowances to claim for federal taxes.
Related: I-9, Documentation
What it is: The person who manages new hire setup.
Why it matters: Coordinators ensure all paperwork is complete and new hires have what they need.
Example: The onboarding coordinator sends welcome emails, assigns packets, and tracks completion for all new hires.
Related: Onboarding Packet
What it is: Onboarding many new hires at once.
Why it matters: Bulk onboarding saves time when hiring groups of people, like seasonal workers.
Example: The company hires 50 holiday workers. HR uses bulk onboarding to send all packets at once.
Related: Packet Assignment
What it is: Checking that new hire information is correct.
Why it matters: Validation catches errors in names, addresses, or employment details before they cause problems.
Example: The system flags that a new hire's address is incomplete. HR corrects it before payroll runs.
Related: Onboard
What it is: Giving specific onboarding packets to new hires.
Why it matters: Different roles may need different packets. Assignment ensures everyone gets the right one.
Example: Sales hires get the "Sales Team Packet" with CRM training. Engineers get the "Technical Packet" with security training.
Related: Onboarding Packet
| Term | Remember This |
|---|---|
| Onboarding Packet | Set of tasks for new hires |
| New Hire Task | One item to complete |
| I-9 | Work eligibility form |
| Tax Forms | W-4 and state tax forms |
| Approver | Person who reviews tasks |
This section has 7 terms about setting and tracking objectives.
Goal | Goal Alignment | Goal Status | Goal Completion | Goal Summary | Team Goals | Employee Goal Use
What it is: A specific objective an employee aims to achieve.
Why it matters: Goals give direction and measure progress. They connect daily work to bigger outcomes.
Example: Maria sets a goal to "Increase customer satisfaction scores by 10% by Q4." She tracks progress monthly.
Related: Goal Status, Goal Alignment
What it is: Making sure individual goals support team and company goals.
Why it matters: Aligned goals ensure everyone works toward the same priorities.
Example: The company goal is to increase revenue. The sales team's goal is to close 100 new accounts. Each rep's goal aligns with that target.
Related: Goal, Team Goals
What it is: Where a goal stands right now — not started, in progress, or complete.
Why it matters: Status updates show progress and highlight goals that need attention.
Example: David updates his goal status to "In Progress - 75% complete" after finishing three of four milestones.
Related: Goal, Goal Completion
What it is: Marking a goal as finished.
Why it matters: Completing goals shows achievement and often connects to performance reviews.
Example: After launching the new product, Chen marks his goal as complete and adds notes about the results.
Related: Goal Status, Performance Review
What it is: A view showing goal progress across people or teams.
Why it matters: Summaries help managers see who is on track and who might need help.
Example: The manager checks the goal summary. It shows her team has completed 65% of Q3 goals with one month left.
Related: Goal Status
What it is: Objectives shared by a group of people.
Why it matters: Team goals encourage collaboration. Everyone contributes to shared success.
Example: The marketing team has a goal to generate 500 leads this quarter. Each team member's work contributes to the total.
Related: Goal Alignment
What it is: A report showing how many employees use the goal system.
Why it matters: This report helps HR encourage goal adoption across the company.
Example: The report shows 80% of employees have set goals. HR reaches out to teams with low adoption.
Related: Goal Summary
| Term | Remember This |
|---|---|
| Goal | An objective to achieve |
| Goal Alignment | Goals that connect to company priorities |
| Goal Status | Progress tracking (not started, in progress, done) |
| Team Goals | Shared objectives for a group |
This section has 17 terms about data and reports.
Time to Fill | Time to Hire | Funnel Analysis | Candidate Flow Log | Requisition Volume | Source of Hires | Source Quality | Interview Rate | Offer Acceptance Ratio | Application Completion | Recruiter Activity | Activity Reports | Pipeline Effectiveness | Data Download | Legacy Reports | Scorecard Analytics | Application Question Data
What it is: The number of days from opening a job to accepting an offer.
Why it matters: Time to fill shows how fast you hire. Faster hiring reduces costs and fills needs sooner.
Example: The company's average time to fill is 35 days. Engineering roles take 45 days. HR sets a goal to reduce it to 30 days.
Related: Time to Hire, Requisition
↑ Back to Reporting & Analytics
What it is: The number of days from when a candidate applies to when they accept an offer.
Why it matters: This measures the candidate experience. Long times may mean losing good candidates.
Example: Your time to hire is 20 days. A competitor hires in 10 days. Candidates may accept their offers first.
Related: Time to Fill
↑ Back to Reporting & Analytics
What it is: A report showing how candidates move through hiring stages.
Why it matters: Funnels show where candidates drop off. You can fix problem areas.
Example: The funnel shows 100 applicants, 30 phone screens, 10 interviews, and 2 hires. Many drop off at the phone screen — maybe questions are too hard.
Related: Pipeline, Workflow Stage
↑ Back to Reporting & Analytics
What it is: A detailed record of all candidate movements through stages.
Why it matters: This log tracks every status change with dates and reasons. It's useful for compliance.
Example: The EEO audit requires candidate flow data. The log shows how many people from each group reached each stage.
Related: Workflow Stage, EEO
↑ Back to Reporting & Analytics
What it is: The number of open, filled, and closed jobs over time.
Why it matters: Volume shows hiring activity. Spikes may mean new projects or high turnover.
Example: Requisition volume doubled in Q4. The company opened 50 new positions for expansion.
Related: Requisition
↑ Back to Reporting & Analytics
What it is: A report showing where your hired candidates came from.
Why it matters: This helps you spend recruiting money on sources that work.
Example: The report shows 40% of hires came from Indeed, 30% from referrals, and 20% from LinkedIn.
Related: Source, Source Quality
↑ Back to Reporting & Analytics
What it is: How good candidates from each source are.
Why it matters: Quality matters more than quantity. Some sources may bring many applicants but few good hires.
Example: Indeed brings the most applicants, but referrals have the highest offer-accept rate and stay longer.
Related: Source of Hires, Quality of Hire
↑ Back to Reporting & Analytics
What it is: The percentage of applicants who get interviews.
Why it matters: Low interview rates may mean job descriptions attract the wrong candidates.
Example: Only 10% of applicants get interviews. HR reviews the job posting to attract better-qualified candidates.
Related: Funnel Analysis
↑ Back to Reporting & Analytics
What it is: The percentage of job offers that candidates accept.
Why it matters: Low acceptance means offers aren't competitive or the process is too slow.
Example: 7 of 10 offers are accepted (70%). Industry average is 90%. The company reviews compensation.
Related: Offer Letter
↑ Back to Reporting & Analytics
What it is: How many people finish the application after starting it.
Why it matters: Low completion means the application is too long or confusing.
Example: Only 40% of people who start the application finish it. HR shortens the form to improve this.
Related: Application
↑ Back to Reporting & Analytics
What it is: A report showing what recruiters do — calls made, emails sent, candidates moved.
Why it matters: Activity reports help managers see recruiter workload and productivity.
Example: The report shows Marcus moved 50 candidates this week and sent 100 outreach emails.
Related: Recruiter
↑ Back to Reporting & Analytics
What it is: Reports tracking user actions in the system.
Why it matters: Activity reports show who did what and when. Useful for audits and workload analysis.
Example: The activity report shows which hiring managers haven't reviewed candidates this week.
Related: Recruiter Activity
↑ Back to Reporting & Analytics
What it is: Reports on how well the hiring process moves candidates through.
Why it matters: These reports identify bottlenecks where candidates get stuck.
Example: The report shows candidates wait an average of 8 days between interview and offer. That's too slow.
Related: Pipeline, Funnel Analysis
↑ Back to Reporting & Analytics
What it is: Exporting report data to a file like Excel.
Why it matters: Downloads let you analyze data in other tools or share with people without system access.
Example: The recruiter downloads candidate data to Excel to create a custom analysis for the VP.
Related: Activity Reports
↑ Back to Reporting & Analytics
What it is: The older reporting system, still available alongside ClearInsights.
Why it matters: Some reports exist only in legacy. Users may prefer familiar formats.
Example: The EEO-1 report is in legacy reports. HR runs it there while learning the new ClearInsights system.
Related: ClearInsights
↑ Back to Reporting & Analytics
What it is: Reports analyzing interview feedback and scores.
Why it matters: These reports show which interviewers are harsh or lenient and which questions predict success.
Example: The report shows one interviewer scores everyone low. HR provides calibration training.
Related: Scorecard
↑ Back to Reporting & Analytics
What it is: A report on how candidates answer application questions.
Why it matters: This data helps improve questions and identify trends.
Example: 90% of candidates answer "Yes" to a screening question. It's not useful and should be changed.
Related: Application
↑ Back to Reporting & Analytics
| Term | Remember This |
|---|---|
| Time to Fill | Days from job open to offer accepted |
| Time to Hire | Days from application to offer accepted |
| Funnel Analysis | Where candidates drop off |
| Source of Hires | Where hired people came from |
| Interview Rate | Percentage of applicants who get interviews |
This section has 9 terms about the analytics platform.
ClearInsights | Liveboard | Answer Builder | Engagement Dashboard | People Analytics | Talent Digest | Favorites | Physical Assets | Grow Flow Turnover
What it is: The modern analytics platform in ClearCo.
Why it matters: ClearInsights provides interactive dashboards and custom reports with more options than legacy reports.
Example: Instead of running static reports, Maria builds interactive dashboards in ClearInsights that update automatically.
Related: Liveboard, Answer Builder
What it is: An interactive dashboard with multiple charts and data views.
Why it matters: Liveboards combine related data in one place. You can share them with others.
Example: The recruiting liveboard shows time to fill, source effectiveness, and pipeline status all on one screen.
Related: ClearInsights
What it is: A tool to create custom queries and visualizations.
Why it matters: Answer Builder lets you ask questions of your data without knowing code.
Example: The HR director uses Answer Builder to see "Average tenure by department" and creates a bar chart.
Related: Liveboard
What it is: A pre-built view showing employee engagement metrics.
Why it matters: This dashboard surfaces survey results and engagement trends without manual setup.
Example: After the engagement survey, leaders view the Engagement Dashboard to see overall scores and department comparisons.
Related: Surveys & Engagement
What it is: Reports about workforce demographics and employee data.
Why it matters: People analytics help with diversity initiatives, headcount planning, and workforce trends.
Example: People analytics show the company is 60% male. Leadership sets a goal to improve gender balance.
Related: EEO & Diversity
What it is: A summary report of key talent metrics.
Why it matters: Talent Digest gives executives a quick overview without diving into detailed reports.
Example: Every Monday, the CEO receives a Talent Digest email showing headcount, open positions, and recent hires.
Related: ClearInsights
What it is: Reports and dashboards you save for quick access.
Why it matters: Favorites let you find frequently-used reports without searching.
Example: The recruiter favorites the "My Open Requisitions" report. It appears at the top of their ClearInsights home.
Related: Liveboard
What it is: Reports tracking company equipment assigned to employees.
Why it matters: Asset tracking helps manage laptops, phones, and other equipment.
Example: The IT team uses the physical assets report to see which employees have laptops assigned.
Related: People Analytics
What it is: An analytics view showing employee movement — promotions, transfers, and departures.
Why it matters: This data helps understand retention and career progression.
Example: The report shows 15% turnover last year. Most departures were in the first 6 months — onboarding may need improvement.
Related: People Analytics, Quality of Hire
| Term | Remember This |
|---|---|
| ClearInsights | Modern analytics platform |
| Liveboard | Interactive dashboard |
| Answer Builder | Custom query tool |
| Talent Digest | Summary report for executives |
This section has 10 terms about compliance and equal employment.
EEO | EEO-1 Report | EEO Type | OFCCP | Adverse Impact | Diversity Sourcing | Selection Rate | Diversity Success Rate | Gender Diversity | Candidate Flow Log EEO
What it is: Equal Employment Opportunity — laws requiring fair treatment in hiring.
Why it matters: EEO protects people from discrimination based on race, gender, age, religion, or disability.
Example: During interviews, questions must follow EEO guidelines. You can't ask about age, religion, or family status.
Related: EEO-1 Report, OFCCP
What it is: A required federal report showing workforce demographics.
Why it matters: Companies with 100+ employees must file this report annually. It shows employee counts by race, gender, and job type.
Example: HR runs the EEO-1 report every March. It shows how many employees are in each job category by demographic group.
Related: EEO Type
What it is: A job category used for EEO reporting.
Why it matters: Jobs are classified into categories like Executive, Professional, or Technician for government reports.
Example: Software engineers are classified as "Professionals." Managers are "First/Mid-Level Officials and Managers."
Related: EEO-1 Report
What it is: Office of Federal Contract Compliance Programs — the agency overseeing federal contractor hiring.
Why it matters: Companies with government contracts must follow extra requirements and may be audited.
Example: The company has government contracts, so OFCCP may audit their hiring practices to ensure fair treatment.
Related: EEO, Adverse Impact
What it is: When hiring practices unfairly affect one group more than others.
Why it matters: Adverse impact may indicate discrimination, even if unintentional. It's measured by comparing selection rates.
Example: If 50% of male applicants are hired but only 25% of female applicants, there may be adverse impact to investigate.
Related: Selection Rate
What it is: Reports showing how diverse your candidate pools are by source.
Why it matters: Some sources may attract more diverse candidates. This helps direct recruiting efforts.
Example: Job fairs at HBCUs (Historically Black Colleges and Universities) bring more diverse candidates than general job boards.
Related: Source, People Analytics
What it is: The percentage of applicants from a group who advance at each stage.
Why it matters: Comparing selection rates between groups identifies potential bias.
Example: If 30% of Group A applicants get interviews but only 15% of Group B, the selection rate shows a gap.
Related: Adverse Impact, Funnel Analysis
What it is: How well different groups succeed in the hiring process.
Why it matters: This metric shows if all groups have equal opportunity to be hired.
Example: The diversity success rate shows women are hired at 90% the rate of men. The goal is parity.
Related: Adverse Impact
What it is: Reports analyzing gender representation in your workforce.
Why it matters: Gender diversity reports track progress toward balanced representation.
Example: The report shows engineering is 75% male. Leadership sets a goal to reach 60/40 balance.
Related: People Analytics
What it is: Tracking candidate movement through hiring stages with demographic data.
Why it matters: This log is required for OFCCP compliance. It shows how candidates from each group progress.
Example: The OFCCP auditor requests the candidate flow log. It shows selection rates by race and gender at each stage.
Related: Candidate Flow Log, OFCCP
| Term | Remember This |
|---|---|
| EEO | Fair hiring laws |
| EEO-1 Report | Required demographics report |
| OFCCP | Government contractor oversight |
| Adverse Impact | When hiring unfairly affects a group |
| Selection Rate | Percentage advancing at each stage |
This section has 5 terms about comparing your metrics to others.
Benchmarking | Recruiting Benchmarks | US Market Demand | US Market Supply | Industry Benchmarks
What it is: Comparing your numbers to industry standards or other companies.
Why it matters: Benchmarks show if you're doing well or need improvement compared to others.
Example: Your time to fill is 45 days. The industry benchmark is 30 days. You're slower than average.
Related: Recruiting Benchmarks
What it is: Standard metrics for hiring performance.
Why it matters: These benchmarks help set realistic goals and identify areas to improve.
Example: Industry recruiting benchmarks show average time to fill (36 days), offer acceptance rate (89%), and cost per hire ($4,700).
Related: Time to Fill, Offer Acceptance Ratio
What it is: Data showing how much companies are hiring for specific roles.
Why it matters: High demand means more competition for candidates. You may need to offer more.
Example: Market demand for software engineers is very high. Companies are competing for the same candidates.
Related: US Market Supply
What it is: Data showing how many qualified candidates are available.
Why it matters: Low supply with high demand means hiring will be harder and take longer.
Example: There are 10 data scientist jobs for every 1 available candidate. Supply is very low.
Related: US Market Demand
What it is: Performance standards specific to your industry.
Why it matters: Different industries have different norms. Compare yourself to similar companies.
Example: Healthcare industry benchmark for turnover is 20%. Tech industry benchmark is 13%. Compare to your industry.
Related: Benchmarking
| Term | Remember This |
|---|---|
| Benchmarking | Comparing to industry standards |
| Market Demand | How much companies are hiring |
| Market Supply | How many candidates are available |
This section has 6 terms about employee feedback.
Survey | Employee Survey Cycle | Engagement Survey | NPS | Poll | Survey Editor
What it is: A questionnaire sent to employees to gather feedback.
Why it matters: Surveys help you understand what employees think and identify problems.
Example: The company sends a quarterly survey asking about workload, manager support, and job satisfaction.
Related: Engagement Survey, Poll
↑ Back to Surveys & Engagement
What it is: A scheduled period when surveys are sent and responses collected.
Why it matters: Cycles organize when surveys happen and ensure consistent timing.
Example: The company runs two survey cycles per year — one in January and one in July.
Related: Survey
↑ Back to Surveys & Engagement
What it is: A survey measuring how satisfied and committed employees are.
Why it matters: Engaged employees perform better and stay longer. Low engagement signals problems.
Example: The engagement survey asks questions like "I would recommend this company to a friend" and "I feel valued at work."
Related: NPS, Engagement Dashboard
↑ Back to Surveys & Engagement
What it is: Net Promoter Score — how likely employees are to recommend the company.
Why it matters: NPS is a simple way to measure overall employee satisfaction.
Example: Employees rate from 0-10 how likely they'd recommend working here. The NPS is calculated from responses.
Related: Engagement Survey
↑ Back to Surveys & Engagement
What it is: A quick, single-question survey.
Why it matters: Polls get fast feedback without a full survey. Good for quick decisions.
Example: HR sends a poll asking "Should we have the holiday party on Friday or Saturday?" Results come in same day.
Related: Survey
↑ Back to Surveys & Engagement
What it is: The tool for creating survey questions.
Why it matters: The editor lets you build custom surveys without technical help.
Example: The HR manager uses the survey editor to add questions, set up rating scales, and choose who receives the survey.
Related: Survey
↑ Back to Surveys & Engagement
| Term | Remember This |
|---|---|
| Survey | Questionnaire for employee feedback |
| Engagement Survey | Measures satisfaction and commitment |
| NPS | Would employees recommend the company? |
| Poll | Quick single-question survey |
This section has 13 terms about configuring the system.
User Setup | Templates | Email Templates | Offer Letter Templates | SMS Templates | Custom Fields | Security Groups | Company Roles | Data Groups | People Directory | Settings | Configure | Customize
What it is: The area where you create and manage user accounts.
Why it matters: User setup controls who can access the system and what they can do.
Example: When a new recruiter joins, HR creates their account in user setup with the "Recruiter" permission level.
Related: Security Groups
↑ Back to Setup & Administration
What it is: Pre-made formats for emails, letters, and other documents.
Why it matters: Templates save time and ensure consistency. Everyone uses the same professional format.
Example: The company has templates for offer letters, rejection emails, and interview confirmations.
Related: Email Templates, Offer Letter Templates
↑ Back to Setup & Administration
What it is: Pre-written emails you can reuse.
Why it matters: Templates ensure consistent, professional communication and save typing time.
Example: The "Interview Confirmation" template includes the date, time, location, and interviewer names. Recruiters just fill in the blanks.
Related: SMS Templates
↑ Back to Setup & Administration
What it is: Pre-formatted offer letters with spaces for specific details.
Why it matters: Templates ensure all legal language is included and offers look professional.
Example: The offer letter template has the company logo, legal terms, and merge fields for name, salary, and start date.
Related: Offer Letter
↑ Back to Setup & Administration
What it is: Pre-written text messages you can send to candidates.
Why it matters: Text templates ensure professional, consistent messages and save time.
Example: The "Interview Reminder" SMS template says: "Hi [Name], reminder about your interview tomorrow at [Time]. Reply YES to confirm."
Related: Email Templates
↑ Back to Setup & Administration
What it is: Extra data fields you create for your company's needs.
Why it matters: Custom fields capture information the standard system doesn't include.
Example: The company adds a custom field for "T-Shirt Size" to collect during onboarding for company swag.
Related: Templates
↑ Back to Setup & Administration
What it is: Sets of permissions that control what users can see and do.
Why it matters: Security groups protect sensitive data and ensure people only access what they need.
Example: The "Recruiter" security group can view candidates but not salary data. The "HR Admin" group can see everything.
Related: User Setup
↑ Back to Setup & Administration
What it is: Job positions defined in the system.
Why it matters: Roles organize the company structure and connect to permissions.
Example: Company roles include "Software Engineer," "Sales Representative," and "Marketing Manager." Each has associated permissions.
Related: Security Groups
↑ Back to Setup & Administration
What it is: Ways to organize data by department, location, or other criteria.
Why it matters: Data groups control who can see which employees and candidates.
Example: Recruiters in the New York office can only see candidates for New York jobs. Data groups limit their view.
Related: Security Groups
↑ Back to Setup & Administration
What it is: A searchable list of all employees.
Why it matters: The directory helps you find coworkers and see the company structure.
Example: A new employee searches the directory to find their IT support contact's email and phone number.
Related: User Setup
↑ Back to Setup & Administration
What it is: A place to adjust your personal preferences, like notifications or display options.
Why it matters: Settings control what you see and how you receive information. They're about your personal experience, not how the system works for everyone.
Example: You go to Email Settings to turn off daily digest emails. You go to Profile Settings to update your login information.
↑ Back to Setup & Administration
What it is: Setting up how a system or process works behind the scenes.
Why it matters: Configuration controls business logic — like approval steps, workflow rules, or how ClearCo connects to other systems. Changes affect how work flows through the system.
Example: An admin configures the hiring workflow to require manager approval before offers go out. They configure the ADP integration to sync employee data nightly.
Related: Settings, Customize, Workflow Stage
↑ Back to Setup & Administration
What it is: Changing how something looks or is arranged.
Why it matters: Customization lets you control the visual layout — dashboards, templates, or themes — without changing how the system behaves.
Example: You customize your dashboard to show hiring metrics at the top. An admin customizes the review template to add a new section for development goals.
↑ Back to Setup & Administration
| Term | Remember This |
|---|---|
| User Setup | Create and manage user accounts |
| Templates | Pre-made formats for documents |
| Security Groups | Permission sets |
| Custom Fields | Extra data fields you create |
| Settings | Your personal preferences |
| Configure | How the system works |
| Customize | How things look |
This section has 8 terms about connected systems.
ADP | UKG | LinkedIn | HireTech | Background Checks by ClearCo | Indeed Apply | HRIS | Bi-Directional Integration
What it is: A payroll and HR system that connects to ClearCo.
Why it matters: The integration syncs employee data between systems automatically.
Example: When someone is hired in ClearCo, their information syncs to ADP for payroll setup.
Related: HRIS, Bi-Directional Integration
What it is: UKG (Ultimate Kronos Group) — an HR and workforce management system.
Why it matters: The integration shares employee data between ClearCo and UKG.
Example: Employee updates in ClearCo automatically appear in UKG. No double data entry needed.
What it is: Professional network integration for job posting and candidate sourcing.
Why it matters: Post jobs to LinkedIn and import candidate information automatically.
Example: A requisition posts to LinkedIn. When candidates apply, their LinkedIn profile information imports into ClearCo.
What it is: A partner for background checks and I-9 verification.
Why it matters: The integration sends background check requests directly from ClearCo.
Example: After selecting a candidate for hire, the recruiter clicks to order a HireTech background check without leaving the system.
Related: Background Check, I-9
What it is: ClearCo's own background screening service.
Why it matters: Built-in background checks mean no separate vendor login or data transfer.
Example: HR orders a background check right from the candidate profile. Results appear in the same place.
Related: Background Check
What it is: A feature letting candidates apply using their Indeed profile.
Why it matters: Indeed Apply makes applying faster. Candidates don't retype information.
Example: A job seeker on Indeed clicks "Apply" and their Indeed resume and contact info transfer to ClearCo automatically.
Related: Job Board, Application
What it is: Human Resource Information System — software that stores employee data.
Why it matters: HRIS integrations sync employee information across systems.
Example: The company's HRIS tracks payroll, benefits, and time off. It integrates with ClearCo for hiring data.
What it is: A two-way data connection where changes sync both directions.
Why it matters: Updates in either system appear in the other. No manual data transfer needed.
Example: Update an employee's address in ClearCo and it changes in ADP. Update it in ADP and it changes in ClearCo.
Related: HRIS
| Term | Remember This |
|---|---|
| ADP | Payroll integration |
| UKG | HR system integration |
| Job posting and sourcing | |
| HRIS | Employee data system |
| Bi-Directional | Changes sync both ways |
This section has 31 terms about training and courses (Brainier LMS).
Learning Object | Course | Curriculum | Success Track | Assignment | Assignment Batch | Certification Plan | SCORM | xAPI | Quiz | Assessment | Evaluation | Survey LMS | Video Coaching | Class | Document | Link | User Record Queue | Learning Tags | Certificate Templates | Grandfathering | Custom Reports LMS | Smart Reports | LMS Resource Center | Group Access | User Access | Equivalencies | Prerequisites | Instance Management
What it is: Any content used for training — courses, videos, documents, or quizzes.
Why it matters: Learning objects are the building blocks of your training program.
Example: The compliance training program includes several learning objects: a video, a document to read, and a quiz.
Related: Course, Assignment
What it is: A structured training experience with content and completion tracking.
Why it matters: Courses organize learning content and track who completes them.
Example: The "Workplace Safety" course includes a video, interactive scenarios, and a final quiz. Employees must score 80% to pass.
Related: Learning Object, Curriculum
What it is: A collection of courses organized into a learning path.
Why it matters: Curriculums group related courses for roles or topics.
Example: The "New Manager Curriculum" includes courses on leadership, giving feedback, and conducting reviews.
Related: Course, Success Track
What it is: A learning path where items must be completed in order.
Why it matters: Success tracks ensure learners build knowledge step by step.
Example: The software certification success track requires completing Beginner, Intermediate, and Advanced courses in order.
Related: Curriculum, Prerequisites
What it is: Giving learning content to specific people with a due date.
Why it matters: Assignments ensure the right people complete required training on time.
Example: HR assigns the harassment prevention course to all employees with a due date of December 31.
Related: Assignment Batch
What it is: Assigning the same training to many people at once.
Why it matters: Batch assignments save time when many people need the same training.
Example: When new compliance training is required, HR creates an assignment batch for all 500 employees.
Related: Assignment
What it is: A learning path that leads to a certificate, often with expiration.
Why it matters: Certifications verify skills and may require renewal.
Example: The CPR certification plan includes training and a test. It expires after 2 years and requires recertification.
Related: Certificate Templates
What it is: A standard format for e-learning content (Sharable Content Object Reference Model).
Why it matters: SCORM lets you use training content from different vendors in your LMS.
Example: The company buys a SCORM compliance course from a vendor and uploads it to Brainier.
Related: xAPI, Learning Object
What it is: Experience API — a modern standard for tracking learning activities.
Why it matters: xAPI tracks more types of learning than SCORM, including mobile and offline activities.
Example: The xAPI course tracks not just completion but how long learners spent on each section and which parts they rewatched.
Related: SCORM
What it is: Questions that test what someone learned.
Why it matters: Quizzes verify understanding and may be required for completion.
Example: After the safety video, employees take a 10-question quiz. They must score 80% to pass.
Related: Assessment, Course
What it is: A formal test measuring knowledge or skills.
Why it matters: Assessments verify competency for certification or compliance.
Example: The forklift certification requires passing a written assessment and a practical skills assessment.
Related: Quiz, Certification Plan
What it is: A form to collect feedback about training effectiveness.
Why it matters: Evaluations help improve training based on learner input.
Example: After completing the course, learners fill out an evaluation rating the content, instructor, and usefulness.
Related: Survey LMS
What it is: A questionnaire within the learning system.
Why it matters: LMS surveys gather learner opinions and needs.
Example: Before creating new training, the L&D team sends a survey asking what topics employees want to learn.
Related: Evaluation LMS
What it is: A learning activity where people record video responses.
Why it matters: Video coaching helps practice skills like presentations or customer interactions.
Example: Sales reps record themselves doing a product pitch. Managers review and provide feedback.
Related: Course
What it is: An instructor-led training session with a schedule.
Why it matters: Classes allow live interaction and hands-on practice.
Example: The leadership workshop is a 2-day class with an instructor. Employees register for available dates.
Related: Instance Management
What it is: A file shared as learning content, like a PDF or Word doc.
Why it matters: Documents share reference materials and policies as part of training.
Example: The compliance curriculum includes a PDF of the employee handbook as a document to read.
Related: Learning Object
What it is: A web address included as learning content.
Why it matters: Links connect to external resources without uploading files.
Example: The course includes a link to the company's knowledge base for additional reading.
Related: Learning Object
What it is: A list of completion records needing review.
Why it matters: Some completions require admin verification before being finalized.
Example: The admin checks the user record queue and approves completion records for instructor-led classes.
Related: Assignment
What it is: Labels that categorize learning content.
Why it matters: Tags make it easy to find related courses and content.
Example: Courses are tagged with "Compliance," "Leadership," or "Technical Skills" for easy searching.
Related: Learning Object
What it is: Designs for completion certificates.
Why it matters: Templates create professional certificates automatically when learners complete requirements.
Example: When someone finishes the sales certification, they receive a certificate using the company's branded template.
Related: Certification Plan
What it is: Giving credit for old training when content is updated.
Why it matters: Grandfathering prevents people from retaking training they already completed.
Example: The safety course was updated. People who took the old version are grandfathered and don't need to retake it.
Related: Equivalencies
What it is: Reports you create with specific filters and data.
Why it matters: Custom reports answer specific questions about training.
Example: The L&D manager creates a custom report showing completion rates by department for Q3.
Related: Smart Reports
What it is: Pre-built reports that automatically show key metrics.
Why it matters: Smart reports provide insights without building reports from scratch.
Example: The smart report shows overdue assignments, expiring certifications, and completion trends.
Related: Custom Reports LMS
What it is: Help guides and support within the learning system.
Why it matters: The resource center helps admins learn how to use the LMS.
Example: When stuck, the admin opens the LMS Resource Center to find a guide on creating assignments.
Related: Smart Reports
What it is: Settings controlling which groups can see certain content.
Why it matters: Group access restricts training to relevant departments or teams.
Example: The engineering team's technical training is only visible to the Engineering group.
Related: User Access
What it is: Settings controlling which individuals can see content.
Why it matters: User access provides fine-grained control beyond groups.
Example: A specialized course is only available to 5 specific employees who need it.
Related: Group Access
What it is: Settings that define which courses count as the same requirement.
Why it matters: Equivalencies prevent retaking similar content.
Example: The old and new versions of harassment training are equivalencies. Completing either satisfies the requirement.
Related: Grandfathering
What it is: Courses that must be completed before accessing other content.
Why it matters: Prerequisites ensure learners have foundational knowledge first.
Example: "Advanced Excel" has "Excel Basics" as a prerequisite. You must complete Basics before accessing Advanced.
Related: Success Track
What it is: Managing multiple sessions of the same class.
Why it matters: Instance management handles scheduling for live training offered multiple times.
Example: The leadership workshop runs in January, March, and June. Instance management tracks enrollment for each.
Related: Class
| Term | Remember This |
|---|---|
| Learning Object | Any training content |
| Course | Structured training with tracking |
| Curriculum | Collection of related courses |
| Assignment | Giving training to specific people |
| SCORM | Standard format for e-learning content |
| Quiz | Questions to test knowledge |
| Certification Plan | Training path leading to a certificate |
This section has 10 terms about pay planning (Talent Comp).
Compensation Planning Cycle | Compensation Statement | Salary Overview | Comp Recommendations | Planning Data | Open Roles | Login Access Comp | Welcome Email Comp | Archive Data | Reset Planning Data
What it is: A time period for reviewing and adjusting employee pay.
Why it matters: Compensation cycles organize annual raise and bonus decisions.
Example: The annual compensation cycle runs in February. Managers submit raise recommendations by February 15.
Related: Comp Recommendations
↑ Back to Compensation Management
What it is: A document showing an employee's total pay and benefits.
Why it matters: Statements help employees understand their full compensation value.
Example: Maria's compensation statement shows her $80K salary, $5K bonus, $12K in benefits, and $3K in other perks — $100K total value.
Related: Salary Overview
↑ Back to Compensation Management
What it is: A dashboard showing salary data, budgets, and planned changes.
Why it matters: The overview helps managers see where they stand with compensation budgets.
Example: The salary overview shows the manager has $50K budget for raises. She's allocated $45K so far.
Related: Compensation Planning Cycle
↑ Back to Compensation Management
What it is: Raise or bonus suggestions managers submit for their team.
Why it matters: Recommendations start the approval process for pay changes.
Example: The manager recommends a 5% raise for her top performer. HR reviews and approves the recommendation.
Related: Compensation Planning Cycle
↑ Back to Compensation Management
What it is: Current salary and compensation information used as the starting point.
Why it matters: Planning data shows where you're starting from when making changes.
Example: The planning data shows current salaries. Managers see each employee's pay before recommending increases.
Related: Reset Planning Data
↑ Back to Compensation Management
What it is: Unfilled positions included in compensation planning.
Why it matters: Including open roles ensures budget for positions you plan to fill.
Example: The department has 2 open roles budgeted at $70K each. These appear in planning for headcount costs.
Related: Salary Overview
↑ Back to Compensation Management
What it is: Who can access the compensation system.
Why it matters: Compensation data is sensitive. Access is limited to people who need it.
Example: Only HR and managers with direct reports have login access to the compensation system.
Related: Security Groups
↑ Back to Compensation Management
What it is: The email sent when a compensation cycle begins.
Why it matters: The welcome email tells managers the cycle is open and explains next steps.
Example: On February 1, managers receive a welcome email explaining the compensation cycle timeline and how to submit recommendations.
Related: Compensation Planning Cycle
↑ Back to Compensation Management
What it is: Saving compensation cycle data after it's complete.
Why it matters: Archives preserve historical records for reference and compliance.
Example: After the cycle closes, HR archives the data. They can reference it when preparing next year's cycle.
Related: Planning Data
↑ Back to Compensation Management
What it is: Reverting recommendations to original values.
Why it matters: Resets allow starting over if significant changes are needed.
Example: Budget changed significantly mid-cycle. The admin resets planning data so managers can start recommendations fresh.
Related: Planning Data
↑ Back to Compensation Management
| Term | Remember This |
|---|---|
| Compensation Planning Cycle | Time for annual pay decisions |
| Compensation Statement | Document showing total pay value |
| Comp Recommendations | Raise suggestions from managers |
| Planning Data | Current salary starting point |
- Activity Reports — Reporting & Analytics
- ADP — Integrations
- Adverse Impact — EEO & Diversity
- Application — Recruiting
- Application Completion — Reporting & Analytics
- Application Question Data — Reporting & Analytics
- Approval Stage — Performance Management
- Approver — Onboarding
- Archive Data — Compensation Management
- Assessment — Learning Management
- Assignment — Learning Management
- Assignment Batch — Learning Management
- Background Check — Recruiting
- Background Checks by ClearCo — Integrations
- Benchmarking — Benchmarking
- Bi-Directional Integration — Integrations
- Bulk Actions — Recruiting
- Bulk Onboarding — Onboarding
- Candidate — Recruiting
- Candidate Flow Log — Reporting & Analytics
- Candidate Flow Log EEO — EEO & Diversity
- Candidate Profile — Recruiting
- Career Site — Recruiting
- Certificate Templates — Learning Management
- Certification Plan — Learning Management
- Class — Learning Management
- ClearInsights — ClearInsights
- Comp Recommendations — Compensation Management
- Company Roles — Setup & Administration
- Compensation Planning Cycle — Compensation Management
- Configure — Setup & Administration
- Compensation Statement — Compensation Management
- Competency — Performance Management
- Course — Learning Management
- Curriculum — Learning Management
- Custom Fields — Setup & Administration
- Custom Reports LMS — Learning Management
- Customize — Setup & Administration
- Data Download — Reporting & Analytics
- Data Groups — Setup & Administration
- Disposition — Recruiting
- Diversity Sourcing — EEO & Diversity
- Diversity Success Rate — EEO & Diversity
- Document LMS — Learning Management
- Documentation — Onboarding
- EEO — EEO & Diversity
- EEO-1 Report — EEO & Diversity
- EEO Type — EEO & Diversity
- Email Campaign — Recruiting
- Email Templates — Setup & Administration
- Employee Goal Use — Goals
- Employee Referral — Recruiting
- Employee Survey Cycle — Surveys & Engagement
- Engagement Dashboard — ClearInsights
- Engagement Survey — Surveys & Engagement
- Equivalencies — Learning Management
- Evaluation LMS — Learning Management
- Favorites — ClearInsights
- Funnel Analysis — Reporting & Analytics
- Gender Diversity — EEO & Diversity
- Goal — Goals
- Goal Alignment — Goals
- Goal Completion — Goals
- Goal Status — Goals
- Goal Summary — Goals
- Grandfathering — Learning Management
- Group Access — Learning Management
- Grow Flow Turnover — ClearInsights
- Hiring Manager — Recruiting
- HireTech — Integrations
- HRIS — Integrations
- I-9 — Onboarding
- Indeed Apply — Integrations
- Industry Benchmarks — Benchmarking
- Instance Management — Learning Management
- Interview — Recruiting
- Interview Rate — Reporting & Analytics
- Job Board — Recruiting
- Learning Object — Learning Management
- Learning Tags — Learning Management
- Legacy Reports — Reporting & Analytics
- Link LMS — Learning Management
- LinkedIn — Integrations
- Liveboard — ClearInsights
- LMS Resource Center — Learning Management
- Login Access Comp — Compensation Management
- New Hire Task — Onboarding
- New Hire Validation — Onboarding
- Nine Box — Performance Management
- NPS — Surveys & Engagement
- OFCCP — EEO & Diversity
- Offer Acceptance Ratio — Reporting & Analytics
- Offer Letter — Recruiting
- Offer Letter Templates — Setup & Administration
- Onboard — Onboarding
- Onboarding Coordinator — Onboarding
- Onboarding Packet — Onboarding
- Onboarding Review — Performance Management
- One on Ones — Performance Management
- Open Roles — Compensation Management
- Packet Assignment — Onboarding
- People Analytics — ClearInsights
- People Directory — Setup & Administration
- Performance Dashboard — Performance Management
- Performance Review — Performance Management
- Performance Score — Performance Management
- Physical Assets — ClearInsights
- Pipeline — Recruiting
- Pipeline Effectiveness — Reporting & Analytics
- Planning Data — Compensation Management
- Poll — Surveys & Engagement
- Prerequisites — Learning Management
- Quality of Hire — Performance Management
- Quiz — Learning Management
- Recruiter — Recruiting
- Recruiter Activity — Reporting & Analytics
- Recruiting Benchmarks — Benchmarking
- Requisition — Recruiting
- Requisition Volume — Reporting & Analytics
- Reset Planning Data — Compensation Management
- Review Cycle — Performance Management
- Review Section — Performance Management
- Review Visibility — Performance Management
- Salary Overview — Compensation Management
- Scorecard — Recruiting
- Scorecard Analytics — Reporting & Analytics
- SCORM — Learning Management
- Security Groups — Setup & Administration
- Selection Rate — EEO & Diversity
- Self-Assessment — Performance Management
- Self-Schedule — Recruiting
- Settings — Setup & Administration
- Smart Reports — Learning Management
- SMS Templates — Setup & Administration
- Source — Recruiting
- Source of Hires — Reporting & Analytics
- Source Quality — Reporting & Analytics
- Sourcing — Recruiting
- Success Track — Learning Management
- Survey — Surveys & Engagement
- Survey Editor — Surveys & Engagement
- Survey LMS — Learning Management
- Talent Digest — ClearInsights
- Talent Match — Recruiting
- Tax Forms — Onboarding
- Team Goals — Goals
- Templates — Setup & Administration
- Text-to-Apply — Recruiting
- Time to Fill — Reporting & Analytics
- Time to Hire — Reporting & Analytics
- 360 Review — Performance Management
- UKG — Integrations
- US Market Demand — Benchmarking
- US Market Supply — Benchmarking
- User Access — Learning Management
- User Record Queue — Learning Management
- User Setup — Setup & Administration
- Video Coaching — Learning Management
- Virtual Recruiter — Recruiting
- Welcome Email Comp — Compensation Management
- Workflow Stage — Recruiting
- xAPI — Learning Management
This glossary was created with cognitive accessibility in mind, following WCAG 2.2 guidelines and COGA (Cognitive and Learning Disabilities Accessibility) Task Force recommendations. Each term uses plain language with concrete examples.
Generated from Pendo product analytics data across ClearCo, Brainier LMS, and Talent Comp.