What is 360 Recruitment?

360 recruitment, also known as full-cycle recruitment, refers to a process where a single recruiter manages every step involved in hiring a candidate. This means the recruiter is responsible for:

1. Finding Clients: Identifying companies that need help filling job vacancies.

2. Understanding Needs: Learning about the job requirements and what the client is looking for in a candidate.

3. Sourcing Candidates: Searching for potential candidates through job boards, social media, and other channels.

4. Screening: Reviewing resumes and conducting initial interviews to assess candidate suitability.

5. Interview Coordination: Arranging interviews between the candidate and the client.

6. Job Offer Negotiation: Facilitating discussions about salary, benefits, and other job offer details.

7. Onboarding Support: Assisting with the transition process once a candidate accepts an offer.

8. Follow-Up: Checking in after placement to ensure both the client and the candidate are satisfied.

It's called "360" because the recruiter handles the entire circle of the recruitment process from start to finish.

What is 180 Recruitment?

In 180 recruitment, the recruitment process is split between two specialists, allowing each to focus on specific tasks:

· Candidate-Focused Recruiter:

o Sourcing and Screening: Finds and evaluates potential candidates.

o Candidate Relationship Management: Builds relationships with candidates to understand their career goals.

· Client-Focused Recruiter:

o Business Development: Finds new client companies and maintains relationships with existing ones.

o Understanding Client Needs: Works closely with clients to understand their hiring requirements.

By dividing the responsibilities, recruiters can specialize and potentially be more effective in their specific roles.

Skills and Traits That Transition Well into Recruitment:

· Strong Communication Skills: Ability to clearly convey information and actively listen to others.

· Interpersonal Skills: Building and maintaining relationships with clients and candidates.

· Sales Skills: Persuading and negotiating to match the right candidate with the right job.

· Organizational Skills: Managing multiple tasks, such as scheduling interviews and tracking candidate progress.

· Problem-Solving Abilities: Finding solutions when there are obstacles in the hiring process.

· Empathy and Emotional Intelligence: Understanding the needs and feelings of clients and candidates.

· Resilience and Persistence: Staying motivated despite setbacks or challenges.

Job Roles That Can Easily Transition into Recruitment:

· Sales Professionals: Experienced in negotiation and building client relationships.

· Customer Service Representatives: Skilled in communication and handling various customer needs.

· Human Resources Assistants: Familiar with hiring processes and employee relations.

· Marketers: Proficient in promoting opportunities and understanding market trends.

· Account Managers: Experience in maintaining client relationships and understanding client needs.

Individuals from these backgrounds often have transferable skills that are valuable in the recruitment industry, such as communication, organization, and relationship-building abilities.