In the era of tough competition in the recruitment industry, hiring top talent for organizations has become a challenge. Not only recruiting the top people, but retaining them is a big concern as well. Adopting the traditional recruitment process, it is quite easier to fill the positions by getting in touch with the candidate through phone calls, inviting them for in-person interviews, and hiring them for the role. This can help in recruiting for the open vacancies quickly, but it does not necessarily assure the quality of the hire. It may happen that the recruited candidates are not suitable for the exact role, which can hamper work productivity and negatively affect organizational success.

To avoid all this chaos, 360 Recruitment is the solution that helps smooth the recruitment process and recruit the top talent available in the market.

Are you curious to explore the 360 recruitment process? Let’s discuss it here.

What is 360 Recruitment?

360 Recruitment, sometimes referred to as full life cycle recruitment, is also known as an end-to-end recruitment process that covers all the stages of recruitment, right from the initial stage of identifying the actual requirements of a job opening for hiring to onboarding the candidate. 360 Recruitment is a more skill-centric and data-driven approach to the best hiring practices.

The stages of the 360 recruitment process are explained below. 

Stage 1: Identifying the job opening

The primary stage in the 360 recruitment process is to get a clear vision for the job opening, as in identifying the exact requirements of the client, their qualifications, skills, and other qualities related to that particular job position. The recruiter will analyze the job opening and connect with the hiring partner to create a proper job description that will clearly indicate the responsibilities and what is expected from the role. This practice will help recruiters define the perks or benefits that are offered to a candidate, reflecting the employer’s reputation and his vision for the role.

Stage 2: Sourcing Candidates in a 360 Recruitment Process

Once the job requirements have been defined, the next important stage of the 360 recruitment cycle is to source candidates, as it will help collect resumes and update the database. The sourcing stage of the recruitment cycle involves identifying and attracting potential candidates through various channels. These channels can include job boards on which candidates are actively looking for jobs, social media channels such as LinkedIn, as it has become a crucial platform in sourcing, employee referrals, which can help recommend candidates from their existing network, and other professional networks.

Stage 3: Screening and interviewing candidates

This stage can become a make-or-break stage, as among the hundreds of applications, narrowing it down for the further recruitment process has a lot of significance. The screening stage involves filtering the candidates by evaluating them to suit the best terms of job requirements and assessing them for their relevancy as to whether they are a good fit for the company culture. Recruiters may use traditional methods for screening, such as reviewing resumes, conducting phone screenings, and administering skills assessments. These assessments help reduce the time and effort needed to achieve the desired results. Modern-day practices include tools that can be used for sorting multiple resumes at once and filtering them further.

Stage 4: Selecting the candidate

After the completion of the screening and interviewing stage, the recruiter and hiring manager will work together to recruit the top candidate. To streamline the selection criteria and ensure no unexpected issues arise, a well-structured questionnaire should be made. This questionnaire may include questions that will assess the candidate’s technical skills, soft skills, and various other expertise for the role. By considering the listed parameters above, one can make a more confident decision, which can help in selecting the most qualified and reliable candidate for the position.

Stage 5: Hiring

The candidate is finalized by reviewing both their personal and professional skillsets, including parameters like experience, aptitude and attitude, problem-solving skills, and decision-making skills. Before making an offer to a candidate, it is crucial to conduct the necessary background checks for the shortlisted candidates. These checks will ensure that the candidate is a fit for the company. Additionally, information can be gathered about candidates using references, which can help ensure that the decision to hire is well-informed and aligned with company standards.

Stage 6: Onboarding

As recruitment is made by hiring the perfect employee for your client, it is important to make a warm welcome into the organization. This stage of the recruitment cycle involves providing mandatory training, orientation, and access to the necessary resources to be successful in their new position. The employee should be made aware of the organization’s culture, values, work ethics, and history. The recruiter will also work with the candidate to complete any necessary paperwork and ensure a smooth transition into the company.

Game-changing benefits of 360 recruiting

• 360 Recruitment can help cut costs while keeping the time frame intact with better-optimized results.
• After reviewing the client feedback, recruiters can adopt a quick turnaround in their strategies for achieving more satisfactory results.
• 360 Recruiting can help clients get top-notch quality candidates as the recruiter thoroughly understands job requirements and the candidate’s background.
• It helps build and nurture relationships with clients as each aspect is covered for the recruitment cycle.
• 360 recruiting helps in avoiding miscommunication as one recruiter manages everything related to the hiring process.

Conclusion

If the conclusion has to be made, it can be said that 360 recruitment, also known as the full life cycle recruitment process, is a comprehensive approach to recruitment, ticking all the boxes of the recruitment process right from the initial stage of identifying the job opening to onboarding an employee. By following the above stages, recruiters can attract and retain top talent while also ensuring a positive candidate experience and a successful recruitment outcome.

Staffing companies looking to streamline their 360 recruitment process and ensure a clear 360-degree approach, partnering with a reliable RPO provider is key. KTRIAN Solutions is a top-notch RPO service provider for staffing companies in the United States, offering comprehensive solutions that ensure every aspect of the recruitment cycle. With the expertise of KTRIAN Solutions, staffing companies can optimize their hiring processes, reduce time-to-fill, and focus on core business growth without worrying about hiring top-tier talent.