HR Recruitment

Glossary of Terms

Understanding our terminology

Glossary of Terms

Permanent Recruitment: Services

We appreciate that those of you who are not in the recruitment sector may well be unfamiliar with common terminology we use, both on our website and in our communications. Below is a breakdown of the most commonly used terminology and a full explanation of its meaning. Simply click on one of the bullet points below to scroll to the relevant section.

Recruitment Insurance

As an HR recruitment agency, we are covered by suitable insurance that will protect our clients, candidates and us during our recruitment activities.

PEEQ is covered by a specialist type of insurance for Employment Agency Businesses (as defined in the Employment Agencies Act 1973 and subsequent legislation).

For your peace of mind, our level of cover is detailed below:

  • Employers Liability Limit of Indemnity: £10,000,000
  • Public/Products Liability Limit of Indemnity: £10,000,000
  • Professional Indemnity Limit of Indemnity: £5,000,000

In-person or Video Job Briefing

Once we’ve decided to work together, and have finalised pricing and terms, it’s critical for us to hold a meeting to take a detailed role brief.

Why? Because this really helps us identify and qualify suitable candidates for YOUR specific role and ensure we present only the most appropriate talent.

In an ideal world, we’d recommend a face-to-face meeting to help us absorb the culture and environment of your business. But if time and our locations don’t allow this, then the next best thing is to hold a video call.

During this job briefing we will ask questions such as:

  • Why has the role come about?
  • Who does this role report into?
  • How big is the immediate team?
  • Does the position have any direct reports?
  • What will this person’s main deliverables be?
  • How will this person know they’re doing a good job?
  • Does the role have a benefits package?
  • Is there a performance related bonus?
  • What are the growth prospects, development opportunities and optional career paths for this person?
  • How do you describe the culture of the team & organisation?
  • What makes this an exciting opportunity for prospective candidates?

Job Boards

A job board is an online platform that enables us to advertise roles to relevant job seekers.

As a recruitment agency, we use these platforms to post job descriptions, requirements, and screening questions for our open positions.

Candidates are then able to use these job boards to search for relevant job opportunities based on keywords, location, industry, and other filters.

Job boards can be general, covering a wide range of job types and industries, or they can be specialised, focusing on a specific industry or job type.

Some popular leading job boards in the UK include LinkedIn, TotalJobs, CV Library, Indeed, Glassdoor, and Reed.

CV Databases

A CV database, also known as a resume database, is a collection of CVs that have been submitted by job seekers through various means, such as online job boards.

CV databases typically contain large volumes of CVs, organised in a searchable format.

We then use these databases to search for suitable candidates based on specific criteria such as skills, experience, education, location, and more.

This allows us to identify, approach and attract potential candidates for your role.

PEEQ's HR Talent Pool

As a specialist HR recruitment agency, we speak to and qualify numerous HR candidates every day.

These candidates are stored in our secure CRM (JobAdder) alongside relevant information on their employment experience, salary expectations, location and skills etc.

We then keep in touch with these individuals on a periodic basis and consider them for roles that our clients are hiring.

We have often worked with these candidates previously and in some cases have placed them successfully into other client’s businesses. This means we can vouch for their suitability and professionalism, making them a safe bet for your business.

LinkedIn Headhunting Approach

Headhunting is a proactive recruitment technique that involves identifying and approaching individuals who have the right skills, experience, and qualifications for a specific role, even if they’re not actively looking for a new job.

A ‘LinkedIn headhunting approach’ is the process of us identifying a potential candidate on LinkedIn for your role and making contact with them via inMail, email, phone call or via any other contact method available.

When headhunting on LinkedIn, we search for potential candidates using LinkedIn’s Recruiter product and the advanced search features it offers, such as job titles, skills, industries, and location.

At PEEQ, we have a paid subscription to LinkedIn Recruiter which enables all our Recruiters to advertise roles directly on LinkedIn and personally ‘InMail’ candidates about relevant opportunities. We also utilise the LinkedIn platform for enhancing our talent pool activities given we work on numerous roles of a very similar nature.

100% Candidate Feedback

Approximately 6/10 candidates never receive an acknowledgement or reply when they apply for a job.

What’s more, it’s often the employers themselves who are the worst offenders. This is because employers don’t often have the systems in place or the capacity to manage responses to their job applications.

At Peeq, we guarantee that every single candidate will receive feedback on the status of their job application.

Whether it’s to let them know that hiring for the role has been paused, or that the client has ‘gone quiet’… We always ensure that our candidates are kept in the loop.

Candidate experience is a top priority for us, firstly because it’s the right thing to do, but also because many of our candidates go on to become our clients due to the level of service they received from us.

It’s a no-brainer to look after them!

Dedicated and Specialist HR Recruiter

A specialist HR recruiter is a recruitment professional who specialises in sourcing and placing HR professionals.

When working with Peeq, you will always be partnered with an experienced ‘Peeqer’ who is a specialist in the field of HR recruitment.

Our Peeqers have a deep understanding of the HR industry, including current trends, regulations, and best practices. Our average Peeqer has in excess of 15 years of recruitment experience. They use this knowledge to identify the skills and experience required for specific HR roles, as well as to assess a candidate’s fit for a particular organisation and its culture.

In addition to sourcing and screening talent, our Peeqers provide guidance for both clients and candidates on topics such as job descriptions, market trends, compensation and benefits, and interview techniques.

Our Peeqers will be on hand to work with you to implement effective recruitment strategies and will provide regular updates on the progress of their sourcing.

  • Peeqer = one of our amazing Associate HR Recruiters

Job Description Consultation and Design

Many businesses struggle to write an HR job description (JD), particularly if it’s a newly created role and HR isn’t something you’re totally familiar with.

You might not be 100% sure of what objectives and responsibilities to include in a JD.

Or perhaps, you don’t know what job title to choose and what level of remuneration to set.

This is where our JD design service comes in. By working with us, we will help you craft a JD that will help you attract talent and set them up for success in their new role.

We use our in-depth knowledge of the HR industry and market trends to ensure that the messaging and content of your role is competitive and appealing to top talent whilst also being deeply reflective of the realities of the role.

Our service is designed to save you time, so that your energy is reserved for getting on with other business priorities.

Candidate Video Shortlist Submission

Many of our clients opt for video shortlists to gain a more in-depth sense of a candidate’s personality, communication skills, and professionalism, which can be difficult to gauge from a CV alone.

We find that this tool can help clients make more informed decisions about who to invite for first stage interviews. Ultimately, it can streamline a process and avoid wasting time conducting interviews with the wrong candidates.

An example of PEEQ’s Candidate Video Shortlist can be found here.

It’s worth noting that this tool works best when the role is not an urgent hire. As expected, there’s an additional amount of time needed to produce the video shortlist which can be a deterrent when working against the clock.

Getting to success always has to come first!

Specialist Job Boards

For our more niche and obscure roles, we recommend advertising on specialist job boards in addition to the leading job boards we use as standard (see above).

Specialist job boards are dedicated to attracting a niche skill-set or candidate profile. They are generally aligned to specific industries, professions or demographics, and offer more specialised targeting. For instance tapping into highly diverse talent pools.

Some specialist job boards may also focus on particular job types, such as remote or freelance work, part-time or temporary work, or executive-level positions.

We select our specialist job boards on a case by case basis depending on the role requirements and only offer this service in our ENHANCE and ELEVATE packages due to the additional cost incurred for accessing them.

Out of Hours Point of Contact

We understand how frustrating it can be when you can’t get hold of someone quickly when something business critical is happening…

We’re also very aware that a lot of the best recruitment happens outside of business hours!

When choosing either our ENHANCE or ELEVATE recruitment packages, we give you an ‘out of hours’ contact to lean on if there’s an issue that cannot wait until regular business hours.

The person on the end of the phone will be a Director of Peeq and someone who can assist immediately.

Custom Webpage

When operating in a highly competitive market, we understand how important it is to differentiate your role from the competition and attract the best talent.

As part of our ELEVATE package we offer custom webpage creation to promote your opportunity to prospective candidates.

This offers a number of benefits, including:

  • Improved branding: A custom webpage can be designed to reflect the employer brand and promote the company culture. This can help to create a more engaging and attractive job post that resonates with candidates and differentiates the company from its competitors.
  • Richer content: A custom webpage can include a range of multimedia elements, such as videos, images, and interactive content, to provide a more comprehensive and engaging overview of the job vacancy and the company.
  • Greater control: A custom webpage offers greater control over the information and messaging that is presented to candidates, ensuring that the job is presented in the most accurate and appealing way possible.
  • Candidate experience: A custom webpage positively sets the tone for what it’s going to feel like to work with your business. It instantly helps build rapport with your candidates (particularly if we include an intro video from you) and will stand out in their mind for the right reasons.

Click here to view an example of a PEEQ custom webpage.

Weekly Progress Report

When choosing our ELEVATE package, you’ll receive a weekly progress report providing details on the status of your role, including:

  • Active pipeline – candidates we’re speaking with / progressing
  • Approach list – candidates we’re attempting to engage
  • Not Progressing – candidates who have been ruled out

The report will provide a total number for each category and also include a high level overview on job title, salary bracket and sector information. This is extremely useful for context and comparison on benchmarking your role vs level and experience of talent.

Psychometric Testing and Insight Reports

Psychometric testing is a tool that is often used in recruitment to assess the cognitive and behavioural traits of candidates. These tests are designed to measure a range of factors, such as intelligence, personality, and aptitude.

At PEEQ, we are proud to offer the BeTalent accredited approach that enables us to deliver scientific candidate assessment, in accordance with the British Psychological Society standards.

Our assessments offer you:

  • An objective way to determine who is the best fit for your role
  • A comprehensive understanding into your new hire before they start
  • Peace of mind that you’ve made the right hiring decision

We provide five different types of assessment (listed below) and allow clients to select up to two when assessing their shortlists.

  1. Decision styles – understand an individual’s prominent decision-making preferences, how this translates into how they work with colleagues and how they perceive risk.

  2. Resilience – learn the resilience characteristics of an individual; both their strengths and the root causes of resilience erosion.

  3. Values – reveal an individual’s core and distinctive personal values; the things that are critical to them, what they expect and what motivates them.

  4. Strengths – understand the core and distinctive strengths of an individual and how they are energised by those strengths

  5. Team – reveal an individual’s team preferences, the things they’re great at, the things they really enjoy and the things that give them energy

Once a candidate has completed an assessment, they receive a full personalised report, which an accredited Peeqer will present back to them over a video call.

The client also receives a corresponding report for their reference in relation to the role.

For more information on this service, visit our Talent Assessor page here.

  • Peeqer = one of our amazing Associate HR Recruiters

Executive Coaching

Executive coaching is a process of working one-on-one with a professional coach to develop and improve specific leadership skills and behaviours.

It’s typically geared towards high-level executives, managers, or other leaders within an organisation who are seeking to improve their performance or achieve specific goals.

As part of our ELEVATE package, we offer your new recruit two Executive Coaching sessions with one of our qualified business coaches to help set them up for success.

As you’ll no doubt agree, starting a new job can be a challenging and stressful experience, especially if you are taking on a leadership role. Executive coaching can be particularly useful during this time for a number of reasons, including:

  • Accelerated learning: An executive coach will help your new hire quickly acclimate to their role and your organisation, and provide guidance on how to navigate the company culture and political landscape. They can also help them to identify key stakeholders, understand the expectations of their team and superiors, and provide insights on how to be successful in their new role.
  • Objective feedback: An executive coach can provide your new recruit objective feedback on their performance and behaviours, which can be difficult to receive from colleagues or superiors who may have personal biases or agendas. This feedback can help them to identify their strengths and weaknesses, and create a plan for development.
  • Personal development: Starting a new job can be an opportunity for personal and professional growth, and an executive coach can help your new hire identify areas for development and provide guidance on how to improve.

Priority Pass

As a premium level customer, you become our number one priority and receive the ultimate ‘Priority Pass’.

Filling your vacancy and finding you the BEST talent goes straight to the top of our to-do list.

You’ll be assigned one of our most experienced Peeqers and will benefit from their specialist recruitment expertise and consultancy.

Think of us as an extension of your business.

  • Peeqer = one of our amazing Associate HR Recruiters
Scroll to Top