Recruitment Strategy – 360 Recruitment Group

At 360 Recruitment Group, our recruitment strategy is designed to attract, engage, and place the highest quality healthcare professionals by utilizing a comprehensive, data-driven, and multi-channel sourcing approach. Understanding that successful recruitment lies in reaching the right candidates at the right time, we leverage a variety of proven channels that work in harmony to create a diverse and qualified talent pool.

1. In-House Database (30.8%)

Our most significant source of talent comes from our meticulously maintained in-house candidate database, which accounts for 30.8% of our recruitment sourcing. This database is a valuable asset built over time, consisting of pre-screened, experienced, and qualified professionals across various healthcare roles. Having instant access to this resource allows us to act swiftly in filling urgent or high-demand positions while maintaining quality assurance. Our in-house candidates have often been trained, vetted, and pre-qualified for overseas recruitment requirements such as IELTS/OET, CBT, and Prometric exams.

2. Referral Network (23.1%)

At 360 Recruitment Group, we place a strong emphasis on our referral network, which contributes 23.1% of our hires. This network taps into trusted connections—former candidates, industry partners, and internal recommendations—ensuring that candidates referred to us are credible and often already aligned with our quality standards. Referrals tend to deliver higher retention rates, faster onboarding, and better cultural fits, especially for roles in demanding environments like the UK, UAE, or Saudi Arabia.

3. Internet/LinkedIn (15.4%)

We actively use professional platforms such as LinkedIn and other job portals to identify top-tier healthcare professionals. This digital outreach strategy enables us to target both active and passive candidates, helping us broaden our reach and target specific specializations. Our digital sourcing experts use tailored messaging and job branding to increase visibility and engagement, especially for niche or specialist roles.

4. Advertisement (15.4%)

We invest in advertising across various platforms, including social media, job boards, and print media, to reach wider audiences. These campaigns are designed not only to generate applications but also to raise brand awareness. We ensure that our job ads are clear, compelling, and optimized to attract skilled candidates from diverse regions.

5. External Recruiter Network (15.4%)

Our external recruiter partnerships expand our geographical reach and local expertise. By collaborating with trusted recruitment agencies in different countries, we are able to source candidates who may not be accessible through internal channels. This strategy adds a layer of flexibility, especially when scaling up for bulk recruitment or meeting tight deadlines.

Conclusion

The recruitment strategy at 360 Recruitment Group is a balanced, multi-source model that prioritizes quality, speed, and compliance. By combining our in-house resources, referrals, digital outreach, advertising, and global recruiter partnerships, we ensure that every client gets the right talent with the right credentials—efficiently and reliably.