Talent shortage remains a persistent issue that makes it difficult for organizations to find the right talent for their open roles. What’s more problematic is that when there is a vacancy, hiring departments intuitively hire candidates on the go to fill up positions as quickly as possible. In other words, they do it the classical way! They advertise for a job, run a phone interview, interview the candidate in person, and then hire the candidate as long as s/he meets specific personality criteria.
While this may be an effective way to hire faster and fill in vacancies quicker, it still doesn’t ensure a good quality of hire. Sometimes, you might end up with many employees who are unsuitable for their roles, which negatively affects the work environment, productivity, and the whole organization’s success negatively.
Accordingly, the only way to deal with this issue is 360 recruitment. In a nutshell, it’s a strategic recruiting approach that allows you to make skill-based and data-driven decisions to hire the right talent for your company thus achieving organizational goals. This approach is comprehensive and underpins every step and sub-step of the hiring process, giving recruiters full control over the recruitment process.
Now, let’s find out what 360 recruitment is, how it works, and its benefits!
What is 360 recruitment?
360 recruitment, AKA full-cycle recruitment, is a comprehensive approach to the recruitment process. It usually involves a recruiter or recruitment agency handling all aspects of the hiring process. That’s why the term "360" refers to the complete 360-degree coverage of the recruitment cycle.
In 360 recruitment, recruiters deal with many roles and responsibilities throughout the hiring process. This includes things like sourcing and attracting candidates to screening, interviewing, and ultimately selecting the right candidate for the job. Moreover, they may also handle tasks such as negotiating job offers, conducting reference checks, and facilitating the onboarding process. This way recruiters ensure only the fittest candidate is hired for the job!
Key elements of 360 recruitment:
- Sourcing: Identifying potential candidates through various channels like job boards, social media platforms, networking events, and referrals.
- Screening: Reviewing resumes, assessing qualifications and skills, conducting preliminary interviews, and shortlisting suitable candidates.
- Interviewing: Arranging and conducting interviews, both in-person and/or through video calls, to further evaluate candidates' suitability for the position.
- Selection: Collaborating with hiring managers or clients to determine the most suitable candidate based on the job requirements and cultural fit.
- Offer negotiation: Facilitating negotiations between the client and the candidate regarding salary, benefits, and other terms of employment.
- Reference checks: Conduct reference checks to validate a candidate's qualifications, skills, and past work experience.
- Onboarding: Assisting in the onboarding process, ensuring a smooth transition for the new hire into their role and the organization.
360 recruitment benefits
Comprehensive Talent Pool
With 360 Recruitment you have access to a variety of candidates from various sources. This means you can tap into a diverse talent pool and find the best fit for your organization.
Time and Cost Efficiency
A 360 recruitment approach also helps you streamline the entire hiring process. It allows you to save time and effort by managing all aspects of recruitment, from sourcing to onboarding, in a cohesive manner. This efficiency translates into cost savings for your company.
Improved Candidate Quality
With 360 recruitment, you can thoroughly evaluate candidates through multiple stages. By conducting comprehensive assessments, interviews, and reference checks, you can ensure that only the most qualified and suitable candidates make it through to the final selection.
Stronger Candidate Engagement
Engaging candidates at various touchpoints throughout the recruitment process is key to building a positive employer brand. With 360 recruitment, you can provide a seamless candidate experience, keeping applicants informed and involved every step of the way.
Holistic Team Collaboration
In a 360 recruitment setup, different stakeholders, such as hiring managers, HR professionals, and team members, work together closely. This collaborative approach facilitates better decision-making, as diverse perspectives are considered, leading to a more well-rounded hiring process.
Long-Term Talent Development
A 360 recruitment strategy emphasizes the long-term growth and development of employees. By taking into account the organization's future needs, you can identify candidates with potential for advancement and create opportunities for their ongoing learning and career progression.
Flexibility and Adaptability
The 360 recruitment model allows you to adapt to changing market conditions and business requirements more effectively. It enables you to quickly adjust your hiring strategies, explore new sourcing channels, and respond to emerging talent trends.
Enhanced Employer Branding
By implementing a comprehensive and well-executed recruitment process, you can enhance your company's employer brand. Positive candidate experiences and a reputation for fair and inclusive practices can attract top talent and make your organization an employer of choice.
How it works
Usually, there are 6 main stages when it comes to 360 recruitment. And, they include:
Let’s explore each stage in more detail:
Before the recruitment process kicks off, it's crucial to lay the groundwork for success. This stage involves understanding the hiring needs of the company and defining the job requirements. Hiring managers and HR professionals collaborate to create a detailed job description, outlining the necessary qualifications, skills, and experience for the role. This step ensures that everyone involved is on the same page and has a clear understanding of the position being filled.
Once the preparation is complete, it's time to cast a wide net to attract potential candidates. This means sourcing candidates through various channels, such as job boards, professional networks, social media, and even employee referrals. Recruiters actively reach out to potential candidates, presenting them with exciting opportunities and inviting them to apply. This stage is all about expanding the candidate pool and gathering a diverse range of talent.
With a stack of resumes in hand, it's time to separate the wheat from the chaff. In other words, you should review each applicant's qualifications, experience, and skills against the job requirements. As a recruiter, you should carefully assess resumes, cover letters, and any additional materials provided by the candidates. This step helps to identify the most promising candidates who best match the desired profile, thus narrowing down the selection.
The selection stage involves conducting interviews and assessments to evaluate the candidates further. This may include phone interviews, video interviews, or in-person meetings. The purpose is to delve deeper into each candidate's qualifications, assess their cultural fit, and gauge their potential for success within the organization.
After rigorous evaluation, it's decision time! In the hiring stage, the top candidates are selected, and job offers are extended to the chosen few. Negotiations may take place regarding salary, benefits, and other terms of employment. The goal is to secure the best talent for the organization while ensuring a mutually beneficial agreement.
Finally, the onboarding stage marks the beginning of the candidate's journey as a new employee. It's essential to provide a smooth transition and integration into the company culture. During this stage, new hires receive orientation, training, and support to familiarize themselves with their roles, responsibilities, and the overall dynamics of the organization. This sets the stage for a positive employee experience and helps new hires feel welcomed and valued.
The 360 recruitment process is designed to cover all the bases when it comes to hiring, giving you more control over the outcome. By taking the time to go through each stage carefully, you reduce the risk and increase the likelihood of a successful hire.
If it’s about you, it’s about us!