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360 Recruitment

360 Recruitment is choice for all your hiring needs

Welcome to Ultimate Outsourcing 360 Recruitment:

Ultimate Outsourcing specializes in multi-industry corporate placements. So We work and partner closely with our clients to ensure. we build a strong and talented workforce and aim to produce quality talent to maintain high retention levels. We exist to be a competitive partner of choice for all your hiring needs. Ultimate Outsourcing is built on a strong passion for bringing together the right candidates & clients, and we genuinely look at 360 recruitment as one of the most exciting and vital processes a company can go through. We strive to exceed your expectations by breaking barriers and changing the game. We can help fill jobs for mid-career, executives, and C-level executives and find candidates. By combining unique market insight, strong conscience, complete transparency, and fast-paced delivery, we add significant value to the businesses we work with.

When is a 360 Recruiting Model Effective? 

This paper aims to introduce the concept of 360 recruitment, which is a methodical, practical, and holistic recruitment process that provides a dependable candidate selection structure for an association of any size. The recruitment process begins with the selection criteria and provides a 360 view of a seeker by combining assessments, job interviews, reference checks, and job trials. Hiring the right candidate is critical for the growth and success of an organization. Still, numerous companies don’t have an effective and dependable recruitment process that enables them to hire top-notch gifts that are largely compatible within the establishment. The 360° recruiting process is a practical technique that enables organizations to estimate job applicants from multiple angles while reducing the query and the impulses that are essential in a typical recruiting process. The 360  recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that good and compatible workers are hired into the organization.

When is a 360 Recruiting Model Effective?

The recruiter has to spend their time and energies over all the stages of the applicant’s trip, they’ve minimum time to spend sourcing. This can lead to many problems when hiring for a similar position. Still, when seeking out candidates with analogous skill sets, the recruitment process is simplified. The recruiter can develop a strong hiring strategy from start to finish.

When is a 360 Recruiting Model Not Effective?

Unfortunately for numerous businesses, one-type hiring isn’t a reality. Utmost organizations are hiring for a variety of positions at the same time. With the 360 recruiting models, the recruiter would demand a keen understanding of each type of candidate in order to know how to find them and start meaningful engagement. Without this position of insight, quality sourcing would be impossible.

What Does a Recruitment Agency Do?

So A 360 recruiter oftentimes generates candidates using a reactive mechanism, similar to company career websites, job board postings, and social media postings, or by asking implicit candidates on social media platforms to apply for specific positions. This has led us to the post-and-pray approach, where the recruiter posts the jobs and prays that the right candidate will apply. The problem with a reactive recruiting approach like this is that it only gives access to those candidates that are diligently looking for a job or those who have other motivational factors for changing jobs. In an applicant-driven market, this system won’t only drive advanced recruitment costs but also be less effective in the age of record-low unemployment rates.

Benefits of Using Ultimate Outsourcing Recruitment Agency London:

So do you refuse to work with a recruitment agency? Have you heard the horror stories? Or you yourself have been in the lurch by some “gift magnet” cowhands? You might be mishandled but We’re are different and trustworthy.  Yea – I’m going to be a bit prejudiced ced – but the truth is; there are some really positive effects that Ultimate outsourcing recruitment agencies can do for you. No bullish*t. Here are the facts …

To get access to numerous but Best candidates

Ultimate Outsourcing uses proprietary software to find qualified candidates who match your requirements. This means we can find people who fit your culture and values, as well as those who share your interests and passions. We use;
  1. Job Boards; these are one of the most effective sources to find the appropriate candidates for your company. Hiring gets easier with job boards as thousands of real people use job them across the UK to look for better opportunities.
  2. Talent Pipeline. Candidates will actually track down and register for agencies that have a good character in the industry.
  3. Passive Candidates. It takes skill, confidence, and experience to approach resistant candidates and convert them to consider apart.
Use different mediums, including (but not limited to) social media, mail, and the telephone, and persuade them to prefer your company over others.

Save time:

The main reason people use recruitment agencies is to save time. The hiring process is clearly not quick and (especially in popular locations) recruiters spend hours getting nowhere. Ultimate Outsourcing will take you out of this situation and take your load with responsibility and care. What We do for you:
  • Screening CVs.
  • Candidate communications, including follow-up.
  • General administrative duties.
  • Initial interviews.
  • Salary negotiations.

Recruitment Knowledge:

Of course, ultimate outsourcing is just better at recruiting in general – it’s what we do.
  • So we know how to make sure that your job advert ranks high, using popular keywords and phrases so that the maximum number of people actually see your vacancy.
  • We know how to write a compelling, seductive job announcement that actually gets people to apply.
  • We know how to quickly but effectively screen a CV, and make out weaker candidates beforehand on in

Less risk:

If the successful candidate leaves within a certain quantum of time also, They’ll either replace them (for free) or give you some of your money back – depending on the terms. So, it’s not as important of a big deal. If a candidate doesn’t work out you don’t go back to square one?