The 360-recruitment model is a popular hiring strategy used by both small and large organizations. This strategy places one key player, the recruiter or the recruitment team, in charge of the entire hiring process. With 360 recruiting, the recruiter handles everything from job posting to sourcing to applicant screening. Rapid changes in the recruiting industry have forced many employers to wonder if this full-cycle recruitment model is still effective for corporate recruitment today. In order to explore this topic further, it is important to evaluate both the benefits and risks of the 360-recruitment model.
Benefits of the 360 Recruitment Model
Despite the shift in the hiring industry, the 360-model still offers several great benefits.
- Better Control
The 360-recruitment model provides employers with complete control over the hiring process. Since the recruiter handles all aspects of the hiring process, employers can dictate everything from sourcing options to screening techniques to interviewing tactics to one recruiter or one recruitment team. Ultimately, the recruiter or recruitment team will be responsible for the overall success of the recruitment efforts for the company
One of the best benefits of the 360-recruiting model is that it promotes consistency throughout the hiring process. Since the same recruiter or recruitment team is responsible for every stage of the candidate’s journey, it can create a cohesive process for the applicants.
- Central Source
For many employers, the benefit of having one central point person in charge of recruiting is a huge benefit for them. Rather than dealing with several people responsible for different points of the hiring process, employers can obtain answers and updates quickly from their main recruiter or recruitment team.
Risks of the 360 Recruiting Model
Employers must also analyze the risks associated with maintaining a 360-recruitment model.
- Time Constraints
The recruitment industry is more complex today than ever before in history. For example, just look at the number of social media platforms and online job board. Between posting jobs, seeking viable candidates and responding to messages, recruiters oftentimes have trouble keeping up with the new demands.
- Reactive Sourcing
With 360 recruitment, the recruiter does not actively look for candidates until the need to fill a position arises. While reactive recruiting may be acceptable in an employer-driven market, it is not effective in a candidate-driven market. The primary downfall is that reactive recruiting tends to attract predominantly active candidates. In today’s job market, however, experts estimate that 85 percent of potential applicants are passive candidates. Without innovative, proactive sourcing strategies, your chance of attracting these passive candidates is minimal.
- Higher Recruiting Cost
Many employers erroneously believe that a 360-recruitment model is more cost-effective than hiring different players for various stages of the process. This, however, is typically not the case. Experts that specialize in specific parts of the recruiting process are able to develop cost-effective and results-driven strategies. In addition, hiring techniques, such as proactive sourcing, which is not part of the 360-recruitment model, can improve time-to-hire rates. This level of data-driven recruiting will not only improve the overall recruitment process but can help save the company both time and money.
Recruitment Isn’t a One-Size-Fits-All Approach Anymore
In the past, the full-cycle approach worked well for many companies. Several things, however, have changed dramatically in the recruiting industry. First, there has been a dramatic shift from an employer-driven market to a candidate-driven market. Secondly, the surge in social media use and the number of job board sites have forever changed sourcing. Finally, the low unemployment rates have reduced the number of candidates actively looking for jobs, which makes sourcing passive candidates crucial.
This has pushed the need for employers to set themselves apart from their competitors and to provide the ideal candidate experience.
Learn more about how proactive sourcing strategies that are based on candidate behavior can improve the quality-of-candidate, lower time-to-fill rates and save your company money, by contacting Tulsie today.
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