The differences between 180 and 360 recruitment:
Recruitment has a myriad of acronyms and unknown terms that are just meant to confuse those new to the industry. ‘180’ and ‘360’ recruitment are terms you’re likely to hear bounced around at each stage of your interview process, and it’s important you understand to establish your progression pathway.
So, what is the difference between 180 and 360 recruitment? (Think of pizza…)
180 Recruitment (Half the pizza):
180 consultants are responsible for building long-term and strong relationships with top candidates in their vertical. They then reach out to this network and discuss relevant opportunities, ensuring an efficient and productive interview process is followed. A 180 recruiter focuses on the following steps:
GENERATING CANDIDATES: Use LinkedIn and our database to source and build relationships with top candidates in your network.
QUALIFY CANDIDATES: Understand candidates’ role responsibilities and expectations for a new role.
SHORTLISTING: Reach out to the most exemplary talent that match a specific role requirements and introduce them to the role.
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 the majority of our consultants work to this business model. This means 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 satisfactio 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!