The differences between 180 and 360 recruitment:

If you have been sent this link, you are probably due to interview with us so firstly congratulations and welcome to the first piece of preparation that you need to do. This article should explain to you what the differences are and also prepare you for the call with your Internal Recruiter before you come in to interview with us.

Trying to decipher the world of recruitment is difficult enough as a fresh newbie entering the industry for the first time. As part of our interview process, we encourage candidates to research a number of elements relating to recruitment and Barrington James: one of these being the differences between 180 and 360 recruitment. We admit – it’s made slightly more challenging when you’re faced with numbers in lieu of words. So, what is the difference between 180 and 360 recruitment? (Think of pizza…)

180 Recruitment (Half the pizza):

In order to ensure we’re producing only the best candidates for each role we fill, our 180 consultants develop a strong understanding of client needs, then use their network of candidates to source the top talent for interviews. So, a 180 recruiter focuses on the following steps:

GENERATING CANDIDATES: Use your network and a range of other methods to generate leading candidates for this role.

SHORTLISTING: Qualify and finalise the most exemplary talent to be put forward in process

MANAGING THE PROCESS: Guide your successful candidates through the interview process. This includes interview prep and feedback, further negotiations with the client, offer delivery and candidate management after offer.

360 Recruitment (The whole pizza):  

A 360 recruitment consultant is someone who handles the entire recruitment process from start to finish. We’re unique in our approach that, for the size of our company, the majority of our consultants work to this business model. This means that our consultants develop long-lasting relationships with clients and are able to grasp a full picture of each and every requirement of the client and each need of the candidate. A 360 recruiter’s process involves…

SOURCING A LEAD. Typically this is done by the great relationships built with candidates. You might get word of a vacancy that’s opened within a business or put 2+2 together to realise that the candidate looking to leave their role will leave an open vacancy in their place.

WINNING OVER A VACANCY: Contact the client, explain who you are and why you’re the best consultant to fill the vacancy for them.

NEGOTIATIONS: Decipher the necessary fees, salary range, timeline, and requirements of the role.

GENERATING CANDIDATES: Use your network and a range of other methods to generate leading candidates for this role.

SHORTLISTING: Qualify and finalise the most exemplary talent to be put forward in process.

MANAGING THE PROCESS: Guide your successful candidates through the interview process. This includes interview prep and feedback, further negotiations with the client, offer delivery, and candidate management after offer

CLIENT/ACCOUNT MANAGEMENT: Ensure client satisfaction, and cultivate a close partnership that spreads to other departments, so that our recruitment services in time become an extension of their own company, thus creating ongoing opportunities to complete new assignments.

By utilising both business models here at Barrington James, we ensure we provide the most comprehensive service to our candidates and clients. If you’re reading this as interview prep, good luck!

@BarringtonJames
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