A talent pool is a collection of qualified candidates who may be considered for future job opportunities within a company. It helps employers save time in recruitment by keeping a pipeline of skilled individuals ready, improving hiring speed and workforce planning.
A T4A is a tax form in Canada used to report income other than wages, such as pensions, scholarships, research grants, or self-employment payments. Employers or payers issue it to individuals so they can accurately file taxes with the Canada Revenue Agency (CRA).
A subsidiary is a company that operates independently but is owned and controlled by a parent company, usually through majority shareholding. While the subsidiary manages day-to-day operations, the parent company oversees strategy and key decisions, often for expansion into new markets.
A staffing agency is a third-party firm that helps companies fill open positions by sourcing, screening, and placing qualified candidates. They provide temporary, contract, or permanent employees, saving businesses time in recruitment while offering job seekers access to more opportunities.
Staff leasing is a hiring model where employees are officially employed by a leasing agency but work for a client company. The agency manages payroll, benefits, and compliance, while the client directs daily tasks, giving businesses flexibility and reduced administrative burden.
Retention strategies are methods companies use to keep employees motivated and committed to the organization. These may include competitive pay, career development programs, recognition initiatives, flexible work policies, and strong workplace culture to lower turnover and build long-term loyalty.
A remote hiring solution is a set of tools or services that allow businesses to find, hire, and manage employees in different locations. It simplifies global hiring by handling compliance, payroll, contracts, and onboarding, making it easier to build distributed teams.
Regulatory compliance is the practice of adhering to laws, rules, and standards set by governments or industry bodies. It helps organizations avoid legal risks, financial penalties, and reputational damage while ensuring ethical and safe business operations.
A Record of Employment (ROE) is a document Canadian employers must provide when an employee experiences an interruption of earnings, such as resignation, layoff, or leave. It records key details like hours worked and insurable earnings, helping Service Canada assess eligibility for Employment Insurance (EI) benefits.
Pre-employment screening is the process of checking a candidate’s background before hiring, including their work history, education, references, and sometimes criminal or credit records. It helps employers confirm qualifications, reduce hiring risks, and ensure a safe and compliant workplace.
Part-time employment is when an employee works fewer hours than the standard full-time schedule, often under 30–35 hours per week. It offers flexibility for workers balancing studies, caregiving, or other commitments, while allowing employers to adjust staffing needs cost-effectively.
A P11D is a tax form in the UK used by employers to declare expenses and benefits provided to employees, such as company cars or health insurance. HMRC requires this form to ensure correct tax is paid on non-cash perks that are not included in standard payroll.
An organizational chart is a visual diagram that outlines how a company is structured, showing roles, departments, and reporting lines. It helps employees understand hierarchy, improves communication, and supports workforce planning by making team relationships clear.
The onboarding process is the series of steps a company takes to welcome and integrate new employees into their roles. It includes activities like orientation, training, paperwork, and introductions, helping employees adapt quickly, understand company culture, and perform effectively.
An off-site is a work-related meeting, workshop, or event that takes place away from the regular office setting. Companies use off-sites for team building, strategic planning, or creative brainstorming, giving employees a fresh environment to collaborate and connect.
Non-mandatory benefits are additional perks employers provide that go beyond legally required benefits like health insurance or paid leave. Examples include performance bonuses, wellness programs, learning stipends, and flexible work arrangements, all designed to attract and retain top talent.
A mission-driven company is an organization that operates with a clear purpose beyond profit, such as social impact, sustainability, or community improvement. These companies align their strategies, culture, and goals with their mission, attracting employees and customers who share the same values.
Military leave is job-protected time off granted to employees who must serve in the armed forces, reserves, or undergo required training. Laws in many countries ensure that employees can return to their civilian jobs after service, often with maintained benefits and seniority rights.
A medical leave of absence is job-protected time off granted to employees who cannot work due to illness, injury, or medical procedures. Depending on company policies and local laws, it may be paid or unpaid, ensuring employees have time to recover without losing their position.
Maternity leave is the period of job-protected leave granted to mothers before and after the birth of a child. It allows time for recovery, newborn care, and bonding, and is often supported by government or employer policies that may include paid or unpaid benefits.