Glossary
AI Hiring & Personality Intelligence Glossary
Clear definitions of the AI hiring, personality-intelligence and talent-intelligence terms AuraSync uses, from AI recruiting to human-in-the-loop AI.
AI recruiting
- AI recruiting is the use of artificial intelligence to support the hiring process, from preparing job descriptions and screening applications to assessing candidates and summarizing evidence, so recruiters spend less time on repetitive work and more on decisions. Read the full definition
AI applicant tracking system (AI ATS)
- An AI applicant tracking system (AI ATS) is hiring software that manages candidates from application to offer and also uses AI inside that pipeline, for example to parse resumes, generate interview questions and summarize candidate evidence. Read the full definition
Personality intelligence
- Personality intelligence is the practice of turning observable signals of how people behave into structured, explainable insight about how they are likely to work, used in hiring, development and team building. Read the full definition
Talent intelligence
- Talent intelligence is the use of data and AI to understand the skills, potential and fit of people, both candidates and current employees, so organizations can make better-informed hiring, development and workforce decisions. Read the full definition
Human-in-the-loop AI
- Human-in-the-loop AI is a system design in which a person reviews, corrects or approves an AI system's output before it has a consequential effect, so accountability for the decision stays with a human. Read the full definition
Explainable AI
- Explainable AI (XAI) describes AI systems whose outputs come with information a person can understand about why they were produced: the evidence, factors or reasoning behind each result. Read the full definition
Culture fit
- Culture fit is how well a person's values, working style and behaviors align with the norms of a particular team or organization. It concerns the organization, whereas job fit concerns the role. Read the full definition
Job fit
- Job fit is how well a person's skills, behaviors and preferences match the demands of a specific role. It is distinct from culture fit, which concerns the wider organization rather than the job itself. Read the full definition
Agentic AI in recruiting
- AI that plans and carries out multi-step work toward a hiring goal, such as gathering and comparing candidate evidence, rather than returning a single response. AuraSync's AI hiring assistant, AskAura, reasons over assessment evidence and explains its answers, while people make the decisions. Learn more
AI recruiting agent
- An AI system working inside a hiring platform on the team's own data that can break a hiring goal into steps and work through them, such as reviewing a shortlist and summarizing the trade-offs. Actions that affect candidates should stay with people. Learn more
AI hiring assistant
- An AI feature inside a hiring platform that answers recruiters' and hiring managers' questions about candidates and roles from the team's own evidence, and shows the evidence behind each answer. Learn more
Hiring intelligence
- Structured, explainable evidence about candidates for a specific role, gathered the same way for everyone so a hiring team can compare people and explain its decision later. Learn more
AI candidate assessment
- The use of AI to deliver, score and explain a structured pre-employment evaluation, so every candidate for a role is assessed with the same method and the hiring team receives comparable evidence. Learn more
Assessment fraud detection
- Safeguards that protect the integrity of an assessment, such as candidate identity verification and real-time monitoring, so hiring teams can trust that results reflect the real candidate. Flags are signals for a person to review, not findings of misconduct. Learn more
Personality assessment
- An evaluation of how a candidate is likely to behave at work, such as in collaboration, decision-making and response under pressure. AuraSync evaluates observable behavior rather than relying only on self-reported questionnaire answers. Learn more
Behavioral assessment
- A structured evaluation of how a candidate acts, or would act, in work situations that matter for a role, using methods such as situational judgment questions, structured behavioral interviews and analysis of observed responses. Learn more
Culture fit assessment
- A structured measure of how well a candidate aligns with a team's real norms and values, calibrated to a specific organization and designed to improve fit without sacrificing diversity. Learn more
Psychometric test
- A standardized questionnaire that scores self-reported answers to infer personality or aptitude. Because responses are self-reported, psychometric tests can be easier to game than assessments based on observed behavior. Learn more
Pre-employment assessment
- Any structured evaluation used before hiring to estimate how a candidate is likely to perform in a role, such as skills tests, personality, behavioral and leadership assessments, and culture fit assessments.