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360 recruitment is a full-service model of recruitment. It contains the preparation, sourcing, screening, selecting, hiring, and onboarding of job candidates.

     The 360 recruitment process starts when a new role or opportunity arises, and ends when the employee has adjusted to the social and performance aspects of their new job during a probationary period. This goes much further than traditional recruitment models in the hope of securing more skilled and suitable talent.



     Define the ideal candidate – Create a representation of the ideal candidate and list their characteristics, skills and experiance.

     A job description – Along with a clear and accurate explanation of the role and its responsibilities, this will need to attract and appeal to candidates. It should also include information about the employer brand, salary range and company values.


     Social recruiting – Social media channels such as LinkedIn and Facebook have become invaluable tools.

     In-house recruiting – Existing employees might be suitable for promotions or switching roles and will take less time to onboard, improve retention rate and reduce recruitment costs.

     Employee referral programs – Existing employees may also be able to recommend candidates from their existing networks. This can build a great recruitment culture in the business.


     Reviewing applications – This can take time but it’s an important stage as looking at resumes and cover letters will unearth the applicants whose qualifications and experience best match the job description.

     Telephone interview – Candidates who impress you during a telephone interview will typically be shortlisted and invited to a face-to-face interview.


     This is the most important part of the 360 recruitment process, as a decision needs to be made on whether the individual has the perfect combination of experience, knowledge, and expertise.

     Thankfully, a wide variety of candidate selection methods are available, such as trial periods generally used in retail and hospitality. However, the most common approach is a face-to-face interview. Background checks and contacting referees or references is also highly advisable.


     According to a LinkedIn survey, 79% of candidates prefer receiving job offers by phone. This is usually followed up with an email that contains a formal job offer in writing for the candidate to sign.

     The job offer should clarify all hiring terms including salary and benefits, working hours and contract length, as well as the start date.

     Some candidates won’t accept the job offer straightaway and will want to negotiate certain aspects such as salary. This should be handled with due care and attention.


     Some people believe that onboarding is the most crucial aspect of recruitment, as it can make or break the entire 360 process.

     Onboarding is all about making new employees feel welcome and happy from the get-go. It typically starts with colleague introductions before moving onto any required training. Onboarding is where a new recruit can get their bearings with their new responsibilities.