The competition in hiring the appropriate talent is a critical issue for business development and success. However, many organizations continue to fail to create a consistent recruitment process. Recruitment models such as 180 and 360 have unique benefits tailored to different business needs.

What is 180 recruitment?

The 180-recruitment model targets a specific stage of the recruitment process, namely candidate delivery. The approach highlights sourcing, screening, and presenting qualified candidates to hiring managers. Specializing in talent acquisition means 180 recruiters gain knowledge about specific industries or roles, thereby ensuring efficient and targeted recruitment efforts.

• Receiving job specifications from other 360 consultants or inbound work. 
• Identifying and shortlisting potential candidates
• Overseeing the interview process
• Ensuring client satisfaction

Key benefits of 180 recruitment:

Specialized expertise: The recruiter gains deeper knowledge about a specific role or industry.

Strong candidate focus: It improves candidate experience and satisfaction.

Cost-effectiveness: The service is very budget-friendly and suited for small organizations or firms with fewer recruitment needs.

What is 360 recruitment?

360 recruitment model, also referred to as full-cycle recruitment, manages the whole recruitment process, starting from the identification of hiring needs up to onboarding. It ensures full candidate evaluation and minimizes biases. It is an all-inclusive solution that improves the hiring experience and quality of new hires. It is suitable for organizations of any size.

The 360-recruitment model is a full-circle recruitment activity. This “full circle” recruitment process involves every step of the recruitment journey, such as:

• Going outbound to find new clients
• Building rapport and securing clients (getting terms signed)
• Identifying client needs
• Handling negotiations
• Identifying and shortlisting potential candidates
• Overseeing the interview process
• Ensuring client satisfaction

Key Benefits of 360 Recruitment:

Comprehensive ownership: Recruiters manage every step of the recruitment cycle.

Deeper client relationships: Strong coordination with hiring managers provides in-depth knowledge of the organization’s requirements.

Efficiency: Centralized management enhances the efficiency and consistency of the process.

Comparing 180 and 360 Recruitment models

Although the 360-recruitment model encompasses everything, it does not inherently beat the 180 model. Both have their merits according to the requirements of your business.

360 recruitment: A more involved model in which the recruitment agency manages most of the phases and reduces the client’s involvement. It is best suited for businesses that require a hassle-free, time-saving solution with a long-term client relationship.

180 recruitment: A more focused approach, in which recruiters are able to concentrate their efforts on sourcing and screening candidates. It enables closer attention to detail and a more personalized candidate’s experience.

Which recruitment model is right for your business?

Choosing the best recruitment model for your organization depends on several factors, including company size, hiring volume, budget, and internal resources.

360 Recruitment is ideal for small and medium-sized businesses with limited in-house resources. By outsourcing the entire process, companies can save time, reduce operational costs, and allocate their workforce to other critical tasks.

180 Recruitment is a good choice for organizations that are looking for a targeted approach to candidate selection, especially when they have the capacity to manage other recruitment stages internally.

Ultimately, it will be the pros and cons of each model and aligning them with your business objectives that will help you decide which approach best supports your growth and scalability goals.