If you have ever looked for help hiring a niche or competitive role, you may have heard the term before, a 360 recruiter. Sometimes known as end-to-end or complete cycle recruiters, they handle the entire recruitment process from start to finish.
360 recruiters are valuable to recruitment companies and clients alike because they can develop long-lasting relationships with clients and understand every aspect of their needs. This allows for solid communication and a firm grasp of all the requirements as well as the candidate's needs. Having one point of contact throughout the 360 recruitment cycle ultimately gives recruitment consultants control over the process, alleviating risk and increasing the chance of a successful outcome for all.
What does a 360 recruiter do? Well, much like the name suggests, it's a highly dynamic role. An effective 360 recruiter can deal with all these parts of the recruitment lifecycle:
Candidate sourcing is the process of searching for, pinpointing, and contacting potential candidates for vacant roles or roles that could come up in the future. LinkedIn reports 90% of people are open to learning more about new opportunities, but only 36% of candidates are actively searching for a new job. Recruiters can truly shine here as they can source leads through many avenues such as cold calling, reaching out via LinkedIn and marketing strategies such as Google ads and re-targeting campaigns.
Making First Contact With a Potential Client
360 recruiters contact clients first, elaborating on their brand and why they would be the best choice to fill vacancies for them. Having a good pitch and utilising Unique Selling Points (USP's) is vital for this. The key point when meeting with a client is to ensure that both parties understand the client's needs and how to achieve them best. This may also mean a potential change in strategy, but that will lead to a better result.
Understand the Job Requirements
A key point to highlight is that recruiters need to interpret the salary range, timeline, role requirements, and additional fees for their client's roles. Ensuring they talk to the hiring manager helps with any miscommunication that could occur. Effective recruiters will ask if their client would consider candidates outside of their specific requirements and what exceptions, as this will widen their hiring pool.
In 360 recruitment, recruiters should use their network and a range of other methods to generate leading candidates for the role. Some other techniques that help include referrals, perfecting outreach emails and building a solid personal brand. Effective personal branding will differentiate recruiters from their competition and allow them to build trust with prospective clients and employers. It also allows them to have a more established network with people already engaged with the content.
Shortlisting is the process of identifying the candidates from your candidate pool who best meet the required and desired criteria for the vacancy and who they want to move forward with the next step of the 360 recruitment cycle, which is usually an interview. Sifting through applications to find the best candidates is often a difficult task, with 37% of employers believe that identifying full-time talent with the right skills is one of the biggest challenges in the recruitment process. Implementing effective shortlisting and screening strategies is therefore essential in helping to select the most suitable job applicants.
Managing the Process
360 recruitment requires the management of the process from start to finish, so it's best to create a plan from the beginning. Firstly, devising a time frame helps manage the timescale and workload allocated to each step in the recruitment process. The following steps involve building a job description. Job descriptions vary in intensity, but usually, more technical roles, such as those in IT recruitment, will often require skills and experience using particular software. Explaining these details as accurately as possible is crucial to finding the most suited candidates.
The final steps include shortlisting and interviews.
Client & Account Management
This is where recruiters ensure the clients' needs are fulfilled and nurture close partnerships to create ongoing opportunities. Maintaining close partnerships is essential, so recruiters need to make an effort to remember the details of the last conversation they had with their client, their favourite hobbies, the information they've taken the time to share with them, and do it authentically and naturally.
Hard Work With Big Rewards
Like many dynamic roles, 360 recruitment requires hard work and know-how and is an ideal strategy for a motivated self-starter. While there may be many daily tasks to monitor and consider, the benefits and rewards are enormous! Not to mention that this is becoming the industry standard when it comes to a successful recruitment career.
If you'd like to learn more about 360 recruitment, we encourage you to reach out to us by contacting our team today!