360 degree recruiting – what is it actually? And what advantages does this recruitment strategy offer? We have summarized the most important information.
360 degree recruiting – what is it actually? And what advantages does this recruitment strategy offer? We have summarized the most important information.
The demands on recruiters have increased enormously in recent years. Skilled labor shortage, War for Talents and advancing digitalization are contributing to increasing pressure to perform in personnel recruitment.
While recruiters used to focus mostly on interviewing and selecting staff, over time more and more tasks were added: Today, they are often expected to cover an end-to-end recruitment process, from placing advertisements to setting up and maintaining a Talent Pools until Onboarding.
The number 360 in the term “360 degree recruitment” stands for the 360 degrees of a circle and is therefore symbolic of holistic thinking. The approach is therefore also referred to as “full service recruiting” or “full desk/cycle recruiting”.
A 360-degree recruiter is the contact person for both candidates and customers. In concrete terms, this means, for example: He processes customer inquiries, then searches for candidates, makes a pre-selection and then presents qualified talents to the client. This means that HR professionals in the 360° model must have expertise in both areas - recruiting and sales/customer management.
In 180 degree recruitment, these two tasks are divided. A sales employee takes care of customer inquiries and support and then briefs his Recruiting Consultant-Colleague who is looking for candidates.
Full cycle recruitment offers various advantages. Firstly, it offers a comprehensive all-round service from start to finish with a dedicated contact person. The 360-degree recruiter can respond individually to the requirements and needs of customers and candidates.
The transfer of information between customers and candidates is guaranteed to be seamless - nothing is lost and the path to the perfect match is paved. The use of 360-degree HR consultants can be particularly useful in niche markets, as they gain a complete picture and thus become real industry experts.
The definition of 360 degree recruiters sounds like generalists. And in a way, that is exactly what they are. Lead generation, pitching, networking, company development, Active Sourcing … all this and more falls within the scope of 360° HR staff.
It is clear that these diverse areas each require a high level of expert knowledge and that even "jacks of all trades" will eventually reach their limits - whether in terms of time or know-how. 360-degree recruiters then need appropriate support, and they usually have a suitable network. Clients should by no means interpret this as a weakness. On the contrary: a good recruiter recognizes when he needs help and how to get it. He always keeps an overview (360 degrees 😉) and leads his support team in a targeted manner.
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(Photo cover: Gustavo Frazao – Shutterstock.com)
