Understanding the 360 Recruitment Process: Benefits and How It Works
Talent shortage remains one of the top challenges the recruitment industry faces today. The main struggle is finding the right people and retaining them for a long time. So, who’s to blame for our situation? The traditional recruitment practices! They’re more intuition-based and focused on filling up a position on the go. As a result, recruiters end up hiring unsuitable candidates or knowingly (or unknowingly) conducting biased recruitment.
The solution? A 360 recruitment approach built around skill-based and data-driven hiring practices.
360 recruiting covers end-to-end hiring processes and gives you complete control over each sub-process. You’ll be able to source the right fit (even for impromptu requirements) while reducing the costs of hiring.
What Is a 360 Recruitment Process?
A 360 recruitment process is a hiring strategy that takes care of every minuscule factor in a hiring process, maximising the output in each stage. It’s usually used by recruitment agencies that deal with bulk hiring for similar candidate profiles.
How Does 360 Recruiting Benefit Recruitment Agencies?
When Is a 360 Recruiting Model Effective?
A 360 recruiting model benefits recruitment agencies dealing with all recruitment phases, including sourcing, screening, interviewing, hiring, onboarding, etc.
The process helps them cover all touchpoints to gather candidate data, store it and use it whenever required. This helps save a lot of in-house recruitment time and reduce costs.
However, it’s more effective for agencies that hire for similar roles as the process requires a deep understanding of candidates’ persona and skillset.
What Makes a Good 360 Recruiter?
What is the 360 Recruitment Experience?
The 360 recruitment experience is when a recruiter is responsible for the candidate’s experience throughout all aspects of the hiring process, from sourcing to onboarding. The 360 approach allows for a more streamlined and personalized recruitment experience, with a single point of contact for both the client and candidate.
Stages of a 360-Degree Recruitment Cycle
Stage 1: Preparing – Defining the Ideal Candidate
Create a candidate’s persona showcasing your ideal candidate’s qualities, traits, and values.
Once you have all this information planned out, write a bias-free and gender-neutral job description that includes the following details:
Stage 2: Sourcing Candidates from Different Channels
Instead of being a one-off effort, sourcing candidates is a continuous process recruiters need to conduct to build a pool of potential candidates.
Some of the top channels to source suitable candidates include:
Stage 3: Screening Applications in a 360 Recruitment Process
Screening hundreds of applications for a role can be hectic if you haven’t worked out a system.
A smart screening process helps you narrow down your list to fewer candidates faster, especially when recruiting in high volumes.
Stage 4: Selecting Candidates
Stage 5: Hiring the Best Fit with 360 Recruiting
In the final selection, you need to revisit candidates’ data and select the one ticking all the boxes—skills, personality, problem-solving, experience, attitude, etc.
To make the decision-making easier, conduct background checks on shortlisted candidates and contact their references to gather more information about their potential company culture fit.
Stage 6: Onboarding the New Hire
Now that you’ve hired your perfect employee for your client, it’s time to welcome them with a bang!
An ideal onboarding process begins at least a week before joining and lasts for at least a few months after joining. However, only 37% of organisations run their onboarding program for over a month, which greatly impacts the retention rate.
Here are some onboarding best practices you should follow:
Software that Supports 360 Recruitment
Automate resume reformatting and boost your agency’s brand with Allsorter
Hire the Best Candidates with the 360 Recruiting Model
Employing a 360 recruitment model leaves you with better chances of finding the right fit for a role.
And when you complement these practices with advanced AI-powered recruitment tools, you’re on your way to making data-backed decisions and getting even more referrals for companies that need to find top talent!
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Speed up Resume formatting, Reduce bias, Supercharge your agency’s brand and maintain the security of the Resume data within your organisation.