In years gone by, the process used by most businesses to find and hire new employees remained the same – advertise the role, interview candidates via the phone and then in person, before choosing the right candidate based on their character and competencies.

However, this tried and trusted approach no longer guarantees the very best person for the job. Traditional recruitment methods are heavily reliant on human input and effort, making the whole process a long drawn-out affair.

There’s also the risk of making unconsciously biased hiring decisions based on factors not relevant to the role, not to mention the toppling direct and indirect costs. As a result, businesses have looked to adopt a more all-inclusive approach to identifying and recruiting new employees. One of the most popular and effective is a 360 recruitment process.

What is the 360 recruitment process?

360 recruitment, also known as life cycle, full cycle and end-to-end recruitment, is a full service model of recruitment. It encompasses a number of different stages including 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.

What are the stages of the 360 recruitment process? 


  • Define the ideal candidate persona – Create a semi-fictional representation of the ideal candidate and list their characteristics, skills, and traits.
  • Writing 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, perks, and company values.



  • Social recruiting – Social media channels such as LinkedIn and Facebook have become invaluable weapons in a sourcer’s arsenal. Technology, such as that provided by Hello Talent, can collaborate your web and social sourcing efforts into a more efficient way of working.
  • 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, 77% 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.


Key takeaways

Seeing as the 360 recruitment process adopts an all-encompassing approach towards hiring, every stage comes with a great deal of control over many variables. Taking the extra time results in less risk and more chance of a successful outcome. Here are some key takeaways to remember.


  • As fewer people are typically involved in the 360 recruitment process, there is a reduced possibility of miscommunication. Ensure the candidates have a single point of contact to enable greater rapport and trust.
  • Depending on the size of your business and the time you have to recruit, 360 recruitment might not be suitable for everyone.
  • It pays to be organised. Make sure you know exactly how you’re going to carry out each stage before you start recruiting.
  • Getting the very best candidate through the door takes time. The more time you spend the higher the risk of a return on investment. This is why it’s important to be sure the candidate is right for the role.