360 Review
A 360 Review, also known as a 360-degree feedback or multi-rater feedback, is a comprehensive employee evaluation method where feedback is gathered from all around an employee - their supervisor, peers, direct reports, and sometimes even clients or customers. Think of it like getting a full-circle view of how someone performs at work. Unlike traditional reviews that only come from a manager, this method provides a more complete picture of an employee's performance, skills, and behavior in the workplace. It's similar to getting feedback from multiple angles, just like a 360-degree circle.
Examples in Resumes
Implemented 360 Review process for 200+ employees across departments
Trained managers on conducting 360-Degree Feedback assessments
Developed new 360-Degree Review templates and evaluation criteria
Led company-wide adoption of 360 Degree Assessment program
Typical job title: "HR Performance Management Specialists"
Also try searching for:
Where to Find HR Performance Management Specialists
Professional Organizations
Online Communities
Job Boards
Example Interview Questions
Senior Level Questions
Q: How would you implement a 360 review process in a company that's never used it before?
Expected Answer: Should discuss change management strategy, stakeholder buy-in, pilot programs, training needs, and timeline for implementation. Should mention confidentiality measures and feedback analysis methods.
Q: How do you handle resistance to 360 feedback programs?
Expected Answer: Should explain approaches to addressing concerns from different levels, communication strategies, demonstrating value through pilot programs, and methods for ensuring fairness and confidentiality.
Mid Level Questions
Q: What are the key components of a successful 360 review process?
Expected Answer: Should mention proper training for reviewers, clear evaluation criteria, confidentiality measures, feedback collection methods, and action planning based on results.
Q: How do you ensure 360 feedback is constructive and actionable?
Expected Answer: Should discuss proper question design, training participants on giving feedback, ensuring anonymity, and methods for summarizing and presenting feedback effectively.
Junior Level Questions
Q: What is a 360 review and how does it differ from traditional performance reviews?
Expected Answer: Should explain that 360 reviews gather feedback from multiple sources including peers, supervisors, and direct reports, unlike traditional top-down reviews from just the manager.
Q: What are the benefits and challenges of 360 degree feedback?
Expected Answer: Should discuss benefits like comprehensive feedback and reduced bias, and challenges like time investment, ensuring confidentiality, and managing the feedback process.
Experience Level Indicators
Junior (0-2 years)
- Understanding of basic 360 review concepts
- Ability to coordinate feedback collection
- Basic knowledge of feedback tools
- Understanding of confidentiality principles
Mid (2-5 years)
- Design of 360 feedback questionnaires
- Training others on giving feedback
- Analysis of feedback data
- Implementation of feedback programs
Senior (5+ years)
- Strategic program design and implementation
- Change management for new programs
- Development of company-wide feedback culture
- Integration with other HR processes
Red Flags to Watch For
- No understanding of confidentiality requirements
- Lack of experience with feedback collection tools
- Poor communication skills
- No knowledge of best practices in performance management
Need more hiring wisdom? Check these out...
Unlock Hidden Talent: How Internal Rotation Programs Spark Career Exploration and Boost Retention
Step Into Our World: How Pre-Recorded Virtual Workplace Tours Are Changing The Recruitment Game
Virtual Reality in Certification Exams: How VR is Transforming Specialized Training
