What is a 360 Recruitment Process
Many friends and agencies were asking me what is 360 recruitment and asking to write what is 360 recruitment process for recruitment consultant/headhunter so that they have the overview of specific steps that they can follow and complete properly.
Well, apparently, many people are “step by step” people! I have actually added more recruitment juice below.
This is for them and for those of you who might benefit from it:
The 360 Recruitment Process
- Identify the type of clients you would like to target
- Research the potential clients’ company details
- Approach the potential clients by calling them
- Arrange to meet up with them
- Meet up and deliver your presentation
- Convince the client to give you the business
- Get the job order and job description
- Study the job description and the requirements of the client
- Place advertisements
- Source for right candidates
- Receive resumes
- Filter resumes
- Interview candidates
- Modify the resume
- Make a recommendation to the client
- Follow up with client
- Arrange for the candidate to interview with the client – 1st round
- Follow up again with the client
- Arrange a 2nd interview (if any)
- Follow up again with the client
- Close case
Well, here it is— the 21-step process of a 360 Recruitment cycle
360 vs 180 Recruitment Process
180 recruitment process is basically HALF of the complete cycle.
It is either the first half or the 2nd half. Generally speaking, the first half and the “sales” cycle where you will generate leads and job orders, build rapport with clients.
The other 180 recruitment process involves in trying to generate suitable resumes and candidates, doing the interviews and arranging the interview appointment between the candidates and the clients.
The Problems of 360 recruitment process or 180 recruitment process.
As far as I see, many people will not be able to fulfill EVERY 360 recruitment process well because they may not have the right skills, education, experience, techniques, strategies, and shrewdness to get the job done.
That is why many recruitment consultants/headhunters have been finding it difficult to close cases. It is not that they are not hardworking; it’s just that they are not shown the proper steps and procedures to get things done in a more effective way.
Another thing I would like to mention is that not all consultants/headhunters are able to do all the steps from 1 to 21. Let’s face a fact: if you ask a person who has a computer background to do a presentation to convince the client to give him the job order, will he do a great job?
Most likely not.
If you ask a salesperson to sit on the computer and do networking for the next six hours, do you think he will grow mad? Or if you ask a person who has not done telemarketing to cold call 100 companies and introduces the recruitment agency services, do you think he will quit the next day? I think you get my point, right?
By placing the right people in the right positions and maximize their potential.
If he or she is good at sales, let him or she does it all day; they will love it!
Ask them to face the computer for one full day and they will say: “I quit!”
You see, it is so basic and yet extremely important to understand this, and this is not a theory or concept; it is pure logic. Most recruitment agency bosses will ask the person to do multiple roles, well, they call it multitasking to save on the cost to hire more people.
Many people may argue that they cannot hire too many people for different roles. Well, all I can share is that setting a person up to excel will yield better results as a whole.
You will need to work out, change, or expand your budget, and change your commission structure and system to make it work.
The old method of 360 recruitment DOES NOT WORK anymore. PERIOD.