If you operate within the staffing industry, you may have already come across the terms 180 recruitment and 360 recruitment services without any explanation attached to them. So, what are these 180 and 360 recruitment processes? 180 and 360 recruitment processes are both recruitment models designed to deliver the same results with different processes.
Before we point out the differences and benefits, here is what 360 and 180 recruitment means:
180 recruitment splits up the role of a traditional consultant into two areas and sticks to one of them. The two areas are business development and candidate generation. Most 180 recruiters favour candidate experience and are often known as delivery consultants.
This role is excellent for entry-level candidates because it focuses on the overall journey. 180 recruiters are usually a part of the 360-recruitment team, supporting them with talent while providing a great candidate experience.
360 recruitment service, also referred to as full cycle recruiting service, providers deliver a seamless and all-encompassing recruitment service. 360 recruiters need to know their clients and candidates inside-out to provide a seamless, inclusive recruitment experience. It also removes the middle-man, eliminating the chances of communication error.
360 recruiter needs to be organised and capable of time planning. Prioritisation skills and being able to manage stakeholders are essential in this service.
180 Recruitment models have fewer steps than 360 recruitment process. It is a little different and less time-consuming than the 360 recruitment procedure. However, it works towards achieving the same goal.
Identifying your client’s needs is the first step towards a systematic recruitment process. While educational qualifications and work experiences are standard criteria and easier to match, it is also essential for the candidate to fit in with the company culture.
A vacant role costs a lot, but a failed hire costs even more. The recruiters make sure the candidate is qualified for the job and an excellent fit for the company’s work environment. The recruiter’s job is to make sure the new candidate is a perfect addition to the team.
The recruiter’s job is to take everything the client wants into consideration and source candidates. Once the 180 recruiters have gathered enough potential candidates, they shortlist and screen through the list of candidates to find the best-suited employee for the company. Sourcing and Screening candidates is one of the initial steps of any recruitment process.
Once they have sourced and screened the list of candidates, it is now time to interview the candidates. 180 recruiters help candidates by giving them advice, feedback, and interview practices. 180 recruiters may as well negotiate with the client if needed.
180 recruitment model aims to deliver the same result as the 360 recruitment process. However, using fewer steps.
360 recruitment is known as the best of the two methods. 360 recruitment process aims to deliver a seamless, inclusive, all-encompassing recruitment experience to the client. 360 recruitment process takes care of everything from beginning to end. From sourcing candidates to onboarding them, everything is a part of the 360 recruitment service.
Securing the client is the first step of the 360 recruitment service. Getting in touch with the clients and convincing them why your recruitment services are unmatchable is the first step.
It is essential to understand what your client wants and expects. While educational qualifications and work experiences are often standard criteria, the candidate must fit the company culture and environment. Understanding what the client is looking for, what skills are wanted is essential. It is the recruiter’s job to make sure the candidate is a perfect fit for their team.
Sourcing and screening candidates are a part of the full-cycle recruitment process. Considering what the client is looking for, recruiters need to source suitable candidates and screen them to finalize the candidates for the interview process.
Recruiters often conduct or supervise the interview process. While recruiters provide feedback and interview practices to candidates, they also negotiate with the client if needed.
360 recruiters also negotiate with the client on behalf of the candidates. Agreeing to fees, salaries, and job terms are essential. Also, answering any question the client might have or asking questions that the candidate might ask later on is part of the negotiation process.
Once the candidates are finalised, companies often conduct a background check on the candidate to hire a vetted candidate with no criminal records. Background checks provide information regarding education, work experience, criminal records, driving records, etc.
The recruiter’s job is to hire an experienced, verified candidate with no criminal records.
Client management is essential when recruiters are handling the full-cycle recruitment process. Client satisfaction is vital to keep close connections with the company. This is to ensure the recruitment company is called upon again when the company needs another recruitment drive.
Now that you are aware of 180 and 360 recruitment services and their benefits, here are the main differences between the two recruitment models.
After reading through the descriptions and benefits, one might think that 180 recruitment is nearly not as good as the 360 recruitment model. However, that’s not the truth. While 360 recruitment services are more thorough, nobody can say that 180 recruitment services can’t be as beneficial as the 360 recruitment service.
The 360 recruitment model is more intensive because recruitment agencies deal with most phases. At the same time, the client doesn’t have to spend time or workforce on the process. In the 360 models, the client has to work less, which seems more appealing to most companies. Recruitment agencies offering 360 recruitment services maintain a close relationship with the clients as they need a higher understanding of their wants.
Clients who have used a 360 model previously might use the same model again as they found it stress-free and less time-consuming.
However, this doesn’t mean that agencies using 180 recruitment services are not putting in the same amount of time and effort. Instead, they have to put in the same amount of action in the process. However, since the 180 recruitment process has specific steps removed compared to a 360 model, recruiters in 180 recruitment services can pay more attention to the task at hand, such as giving the candidates a closer look and helping them through the interview process.
Choosing the exemplary recruitment service for your company might sound tricky, but it is not. When it comes down to selecting a recruitment service for your company, all you have to do is look at the pros and cons of each service and decide which factors can help you achieve growth and provide adequate scalability.
For example, suppose you are a business owner with a small in-house team. In that case, 360 recruitment service will allow you to save your in-house workforce, time, and operations costs. Small and Medium-sized businesses often lack the workforce; in such cases, 360 services are the best.
Business owners often prefer 360 services because this end to end recruitment services allow them to save time, money, and workforce that can be channeled towards its core competencies.
However, suppose you want to hire candidates who have been looked over more thoroughly and given more intensive training during the recruitment process. In that case, the 180 recruitment model is best for you and your company.
In the end, both 180 and 360 recruitment models aim to achieve the same goal with different approaches.
QX Recruitment Services, part of QX Global Group, offers recruitment process outsourcing solutions, that include talent sourcing, screening, database regeneration, compliance check and management, MSP-VMS and several other solutions. Your staffing agency can also outsource full cycle recruiting process to QXRS in order to enable your onshore team to focus on more critical revenue generating activities, while also attaining process agility and scalability. Click the button below to contact us today.
Originally published May 28, 2021 06:05:17, updated Nov 24 2021