Introduction:

But, full cycle hiring has been a standard red method for many organizations in the evolving recruitment landscape. This is a thorough approach, wherein a recruiter is accountable for the whole of the hiring process from just posting that job to onboarding the new hire. The definition of full cycle recruiting, some of the benefits of full cycle recruiting, the stages involved and finally actionable tips to maximize your success with talent acquisition.

What is Full Cycle Recruiting?

The term full cycle recruiting (also known as life cycle recruitment) is used when the entire recruitment cycle is measured between the candidate joining the organization through to the departure. Unlike with specialized roles, where different stages of recruitment are each handled by a different team, full cycle recruiting is centralised in a single person or team. It essentially means that recruiting is being involved each and every step of the way, from sourcing candidates, life cycle recruitment to interviewing and making decisions with offers and the onboarding process.

When you’re a smaller organization or a startup, having a streamlined, personalized recruitment process is essential to your success and this method works best for that. It makes sure the recruiter is aware of how the hiring business needs are and are of candidates and is consistent throughout the whole hiring procedure.

Full Cycle Recruiting Benefits:

Personalized Candidate Experience: In full cycle recruiting candidates are put in communication with the same recruiter throughout their experience. It creates trust, therefore increasing the odds of a great candidate experience.

Streamlined Communication: One person is doing the entire thing, so it’s less room for miscommunication between different recruitment teams or departments.

Cost Efficiency: Minimizing overhead costs with full cycle recruiting, reduces the need for having multiple recruitment roles. This is helpful for small to mid sized businesses as it saves companies time and resource.

Better Alignment with Business Goals: A full cycle recruiter knows how intricate company culture and goals really are. It allows them to prioritize their candidates based on the best qualified AND their best cultural fit.

Improved Quality of Hire: It’s because the recruiter is part of every step, which allows them to slowly monitor the progress of the candidates. It results in better hires and a better retention rate.

These are the Stages of Full Cycle Recruiting:

Full cycle recruiting typically consists of six key stages:

Planning and Job Requisition: You start by defining your hiring need, writing a useful job description, and then approaching potential candidates seeking to fill the vacancy; this is how the process begins. In this stage, person in charge of the recruitment process collaborates closely with the hiring managers to define the job role perfectly. If this stage is a success, the whole recruitment cycle can begin to play itself out.

Sourcing and Attracting Talent: Once job role is understood, the screener waits for the recruiter to bring in the candidates. That can range from using job boards, networking events, social media platforms or LinkedIn. At this stage talent acquisition strategies that worked are very crucial in order to attract top talent. The job role is promoted and outreach creates candidate pools.

Screening and Interviewing: In this stage, the recruiter reviews resumes and culls them down, screens them by phone, and coordinates the interviews. Structured interviews where we assess both technical skills and cultural fit, are important.

Making the Job Offer: The recruiter selects the right person, then extends an offer. Salary negotiations, benefits contracting and establishing an idea about the role are all part of this stage. Your offer presentation can make or break the candidate’s decision.

Onboarding the New Hire: The third phase is a followup of candidate on-boarding to ensure that they are in the company’s culture and have joined the team. Employee satisfaction and long term retention can be improved with a smooth onboarding process.

Post-Hire Review and Follow-Up: Recruiters still continue to remain in contact with new hirers in their first months. This provides valuable feedback into the recruitment process and it reveals areas that need to improve.

5 Ways to Use Full Cycle Recruiting:

Unlike full cycle recruiting, full cycle recruiting brings huge advantages to the table, but it is equally vital to do right to reap the most of the benefit. Here are five practical tips to leverage this recruitment model:

Utilize Recruitment Software: Get Recruitment software such as Applicant Tracking Systems (ATS) to handle all the recruitment processes. They serve as powerful tools for making sourcing and screening of candidates easier, and in managing through all remaining stages, all within the bounds of consumptive ease of a single recruiter. Also, automation tools can help you track each candidate’s progress and keep it an automated hiring process.

Develop a Strong Employer Brand: It’s not about filling the vacancy, it’s about attracting the right talent for your business. Think about what you can do as a company to build that out as an employer brand, and focus around the things that you can highlight about your company’s values, the culture that it has, and also the career development opportunities. If you have a strong employer brand, you can attract passive candidates and be unique from your competition.

Master the Art of Candidate Communication: Full cycle recruiting is a communication based function. From resumes to post hire follow up, a consistent, transparent process of communication with candidates will enhance your experience. Not only does this keep candidates engaged but good relationships ensue and may generate future referrals.

Refine Your Interview Process: Structured interviews allow these criteria to be the defined criteria to be used in evaluating candidates. Craft a comprehensive list of technical question to be asked (and avoided) as well as questions that allow you to understand how much you have in common with the company’s culture. Doing this way, you are more likely to make smarter decisions during the recruitment process, get better candidates.

Track Key Recruitment Metrics: Track the results of your hiring strategies regularly by measuring the important recruitment metrics: time to fill, quality of hire and candidate experience. Such metrics can show you where you need to improve, and can be used to adjust your recruitment lifecycle.

Conclusion:

First cycle recruiting the whole hiring process from start to finish  is a powerful approach to hiring. Companies that want to be efficient often see its ability to provide a personalized experience, handle communication better, and connect recruitment efforts to the business goals as an attractive choice. After understanding the steps involved, and following common best practice like embracing recruitment software, and increasing your communication channels you can implement your full cycle recruiting strategy and create a better talent acquisition process.