The term full cycle recruiting refers to the complete employment process. It has mainly 6 significant end-to-end stages; viz, preparation – sourcing – screening – selection – hiring & onboarding. The full cycle recruiting defines the end to end talent acquisition process that revolves around the multiple stages of hiring. The cycle starts from the arising need of new employee and finishes until the candidate joins the company. All of these stages will be explained later in this informative article for you to understand this topic more in depth.
Let’s first know the types of recruitment
There are mainly 13 important processes of recruiting, like:
- Employer branding
- Word of Mouth
- Passive candidate research
- Full cycle
The responsibility of full cycle recruiting changes with the difference of company size. For instance, only one person is subjected to take up the duty of hiring. That person is known as the full lifecycle recruiter & he/she performs the recruitment chores exclusively at every stage.
In medium scale companies, there is an exclusive HR department that has a number of professionals performing the responsibilities of every recruitment stages. Large companies have bigger HR teams with the same duties as those of the medium companies; the only difference is, the candidate selection being more to fill up a large number of vacancies. It is needless to say; companies choose to outsource the recruitment tasks to save time and resources.
The stages of full cycle recruiting: Decoding the (un)known
Stage 1. Preparation
Defining the candidate persona comprises the 1st stage of lifecycle preparation. For preparing a successful onboarding blueprint, defining the candidate persona and writing an appealing job description based on it is essential. This information is entwined with skills, characteristics and traits that are required in a candidate to get hired. The description should be accurate, precise and lucid that explains the job perfectly to the candidate. Always include details of salary, perks and allowances that impress the candidates to apply for your post.
Stage 2. Sourcing
The recruiters make use of different mediums and platforms for screening and selecting the candidate profiles. It is not difficult to find them with the high demand of jobs amidst the talented workers. Scouring through the job portals only isn’t useful all the time. Today, the background of a candidate can also be checked through social platforms like LinkedIn, Twitter, Glassdoor and many more. Then there is the referral program through which the existing employees bring the profiles from their kin.
Stage 3. Screening
This stage is all about the members of the talent acquisition specialist team narrowing down the applicants to the very best candidates. In this stage, the reviewing of employment applications in the form of resumes, letters and portfolios. The purpose of reviewing these documents is simple- to pick out the candidate whose qualification, experience and other skills match up to the criteria of the job. The next step is to arrange a face-to-face interview with the narrowed candidates and then deciding the perfect one.
Stage 4. Selection
This is the most critical part of the full cycle recruitment. No matter how edgy the narrowed candidates appeal to be on paper, it is the live interactions that help the companies choose the best out of the lot. A one-to-one dialogues exchange will give you a lucid glance at their skill set with a dash of their outlook in handling real-life challenges. There are many ways of conducting the selection process and among them, conducting proctored auditions & tests like custom writing, psychological & programming codes rank top. All these are conducted on the digital assessment platform.
Stage 5. Hiring
This stage is segmented into 2 actions; one is job offering and other is negotiations. Once the candidate to be employed is selected, the company has to notify him or her. This can be done either through a phone call or an email job offer letter. It will be right to mention here that there are blue-moon cases where the selected candidate rejects an offer. To avoid situations like these, always make the job offer more personalized in tone.
Stage 6. Onboarding
There is a widespread belief that with onboarding of an employee, the recruitment cycle takes the route to a dead end. This, on the contrary, is not entirely true because, after that, another challenge lies ahead on both the fronts of employee and the employer. It is the hurdle of paperwork. Onboarding is not supposed to be boring and out and out formal; instead it is all about making the employees feel welcomed within the organization. An excellent onboarding starts through the introduction, moves to orientation and then ends in a productive training session. Combining all of these creates a winning formula for a full cycle hiring.
Every hiring process, 13 as mentioned above, all recruitment models are somewhat similar to the full cycle concept.
The best recruitment process requires the best tool for assessment
Compliment your recruiting process with the power of digitization. Screen each candidate, proctor their skill interview sessions & assess their performance with auto-generated reports that reflect the best as well the drawback areas of their grit. Make quick decisions of selection and make your recruitment process seamless with online assessment tool.
Post text: Full cycle hiring involves several stages that are to be effectively thought about before selecting any candidate for a vacancy. In this blog, we present to you the detailed attributes of the process to help you enhance your next hiring phase.
Meta: Full cycle recruiting is the systematic process of hiring that is made up of several stages. Learn about them in details and give your company’s recruitment policies a heightened edge of perfection and accuracy to choose the best.