What is full cycle recruiting?
Full cycle recruiting is a term used to describe the end-to-end recruitment process – from the moment a job requisition is opened to the moment an ideal candidate is given their offer letter and finally taken onboard.
It involves managing the recruitment process from start to finish, including posting job listings, sourcing the best talent, reviewing resumes, conducting initial phone or face-to-face video screenings, arranging and conducting interviews, checking references and conducting background checks, negotiating job offers, and onboarding processes for new hires.
The goal of a full cycle recruiting process is to attract and hire top talent while also ensuring that the hiring process is efficient, effective, and equitable.
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9 major steps in full cycle recruiting
1. Identify the need to hire
This first step is critical to the full life cycle recruiting process, as it sets the stage for everything that follows.
When identifying the need to hire, you’ll need to assess your current workforce and determine where there are gaps that need to be filled.
You’ll also need to create a job description that accurately reflects the duties, responsibilities, and requirements of the position, as well as the qualifications and experience you’re seeking in a candidate.
2. Source candidates
To attract and source candidates, you’ll need to use a variety of methods, including posting job listings on job boards and social media, using employee referrals, networking, and partnering with recruitment agencies.
By using multiple sourcing methods, you can increase the pool of candidates and find the best fit for the position.
3. Screen candidates
Screening candidates involves reviewing resumes, cover letters, and applications to determine whether they meet the minimum qualifications for the position.
You’ll need to assess candidates’ skills, experience, education, and other qualifications to determine whether they’re a good fit for the position. This may be conducted over phone or video screenings to further assess candidates’ qualifications.
4. Interview candidates
Once you’ve screened candidates, make sure to invite the most qualified ones for an in-person or video interview.
You’ll need to ask behavioral interview questions to assess the candidates’ skills, experience, and cultural fit.
Also, don’t forget to determine whether the candidate’s personality and work style align with the company’s culture and values.
5. Select candidates
After conducting interviews, you’ll select the best-fit candidate(s) for the position and extend an offer of employment.
This involves evaluating each candidate’s qualifications, experience, and cultural fit, as well as negotiating salary and other employment terms.
6. Background and reference checks
Conducting background and reference checks is essential to ensure that you’re making informed hiring decisions.
Make sure to verify candidates’ employment history, education, and criminal history to determine whether they’re a good fit for the position and the company. This helps ensure that you hire ONLY trustworthy and reliable employees who will represent the company well.
7. Negotiate and finalize an offer
Once you’ve selected a candidate, you’ll need to negotiate salary and other employment terms and finalize the job offer.
This involves evaluating the candidate’s expectations and negotiating a salary and other employment terms that are fair and reasonable.
8. Onboarding
Onboarding is a critical part of the full cycle recruiting process, as it helps new employees adjust to their new roles and become productive members of the team.
You’ll need to orient the new employee to the company, introduce them to the team, and provide training and support to help them succeed in their new role.
9. Follow-up
After the new employee has been on the job for a period of time, follow up with them to ensure their satisfaction with the job and identify and address any issues that may arise.
This involves providing ongoing support and feedback to help the employee succeed in their role and ensure that they’re happy and engaged in their work.
Pros and cons of a full cycle recruitment process
Pros:
1. It’s comprehensive
Full cycle recruiting provides an all-encompassing approach to hiring that ensures that all steps are taken to attract, screen, interview, and select the best-fit candidate(s) for the position.
By following a structured and organized approach, you can ensure that all aspects of the hiring process are covered, leading to better hiring decisions and more successful outcomes.
2. It’s efficient
While full cycle recruiting can be time-consuming, it can also be efficient in the long run.
By streamlining the hiring process and ensuring that all steps are taken, you can save time and resources in the long run.
Additionally, using technology to automate manual tasks can further increase efficiency and reduce the time required to complete the hiring process.
4. Provides a better candidate experience
Providing a positive candidate experience is essential for attracting and retaining top talent.
By using a full cycle recruiting process, you can keep candidates informed throughout the hiring process and provide timely feedback.
This can help build a positive employer brand and attract high-quality candidates in the future.
5. Mitigates risk
Conducting background and reference checks can help mitigate potential risks associated with hiring, such as hiring an employee with a criminal record or a history of misconduct.
By taking steps to ensure that candidates are qualified and trustworthy, you can minimize the risk of negative outcomes and legal issues down the line.
Cons:
1. Costly
The process of full cycle recruiting can be costly, as it may require the use of recruitment agencies, job boards, and other hiring resources.
On top of that, conducting background and reference checks may require additional resources, such as hiring a third-party vendor or dedicating internal staff time to the task.
2. Lack of diversity
Without proper training and awareness, there is a risk of unconscious bias in the recruiting process, which can negatively impact the diversity and inclusivity of the workforce.
This can be a significant drawback, as a lack of diversity can lead to lower employee engagement, higher turnover, and a negative impact on the overall business.
3. Limited pool of candidates
Using a full cycle recruiting process may limit the pool of candidates to those who are actively looking for jobs or who are easily reachable through standard recruiting channels.
This again can be a major drawback, especially for positions that require specialized skills or experience.
To address this issue, it may be necessary to use multiple sourcing methods or partner with niche job boards or recruitment agencies.
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