How is Full Life Cycle Recruiting defined?

All parties involved in the hiring process will gain from full-cycle recruitment. In this post, we'll discuss the
advantages and disadvantages of full-cycle recruiting, as well as the six primary steps of this process.

To use the phrase "full cycle recruiting," which is also known as "full life cycle recruiting," or simply "end-to-
end recruiting," means having a recruiter engaged in every stage of the recruitment process. Preparation,
sourcing, screening, choosing, hiring, and onboarding are the six primary steps of a full-cycle recruiting process.

If you're looking for an all-in-one recruiter, you're looking for someone who can take care of all of your
company's hiring needs from start to finish.

An individual's role in recruitment may vary depending on how large the company is. Smaller companies and
start-ups generally have one HR generalist who is also a full-cycle recruiter.

In more prominent firms, the HR department frequently employs a team of employees who specialize in a
particular hiring process step. One person will always be in charge of the whole process, though.

Outsourcing the whole recruiting process is also an option.

The six-step recruitment procedure from start to finish

For the sake of this piece, we'll focus on the actual recruitment process. Each of the six phases of the full-cycle
recruiter's function is explained in detail below.

1. Getting ready

It's all about obtaining information from the recruiting manager at this point in the process. The hiring manager
will be contacted by the recruiter as soon as the job demand is approved internally.

As part of their first interview, the recruiter and the hiring manager will meet the job's criteria. It comprises the
candidate's function in the team, their personality, and their ability.

To create a comprehensive job description, the recruiter will use the data acquired during the job intake (to use
internally).

Next, they will write the job advertisement based on the job description (or ask a copywriter to do this). When
potential employee searches for a job, they will view the job posting or job advertisement.

You may use a program like Textio and maybe even Gender Decoder to help you develop inclusive job
postings.

2. Obtaining the necessary materials.

It's time to begin sourcing candidates after the groundwork for the search has been built (i.e., the job post is
ready). Having a full-cycle recruiter concentrate on highly specialized tasks, for example, makes this simpler.

The number of possible sourcing channels is drastically reduced if you're searching for individuals in a single
area. Keeping track of every medium in this way will make it easier for you to keep up with them. It also allows
you to identify which channels are most effective at bringing in the best applicants, and so on.

When you focus on specific job responsibilities, you may more easily establish and manage a talent pool, a
database of individuals interested in working with you.

As a source of passive applicants that might be difficult to interact with, talent pools can provide a safety net in
the event of an unexpected departure.

The recruiter needs to contact the hiring manager throughout the sourcing process to know how things are
progressing.
To make this aspect of the hiring process more quickly, consider using one of the various available sourcing
tools. Hiretual, a procurement solution designed by recruiters, is an excellent example of this kind of service.

3. screening.

Candidates may be pre-screened in a variety of ways.

• Resume review. The most typical method is to use this. It assists the recruiter in determining whether or not
applicants meet at least some of the requirements outlined in the job posting.

There are several tools accessible to make this screening process more manageable. Impending resume
screening technologies into an applicant tracking system (ATS), or they can employ artificial intelligence to
estimate the quality of a recruit.

• Screening by phone/chatbot. In many cases, a phone interview follows the first resume assessment. It allows
the company and the applicant to understand each other's expectations better.

Here, the recruiter might go through a checklist with the candidate. Potential deal-breakers may be discussed
throughout the screening process, such as compensation and benefits expectations, full-time or flexible
engagement, start date, and more.

A chatbot may also take over here since this is a rather ordinary operation.

• Pre-selection. Using this screening process may assist in preventing possible mismatches. Pre-selection tools
give exams that may include comprehension aptitudes, job experience, character testing, and other tests that can
assist in anticipating the quality of the recruit.

A realistic work preview is another option for pre-employment examinations. Consequently, applicants are
given a more accurate depiction of the job's favorable and unfavorable aspects. As a result, more successful
hiring may be made by harmonizing expectations between the applicant and the business.

Pre-selection exams like this are often utilized for positions that get a large number of applications. As an
alternative, a full-cycle recruiter might use an actual "day in the life" video to manage the expectations of
potential candidates.

Reducing a large number of applicants between three and ten at this step of the process is the aim. They are
available for face-to-face/video interviews.

To avoid cluttering up this area, we've included a video in its place. It's not your standard job preview film, but
it provides applicants a decent sense of what it's like working at Culture Amp; important information that they
can use to decide whether or not this is indeed the right place for them to work.

4. Choosing the best option.

Candidates will be given tasks, scheduled for interviews, and provided feedback on their performance
throughout this round of the selection process. It's essential to remain in touch mainly with the hiring manager
and perhaps even keep them informed throughout the process.

The full-cycle recruiter must keep an eye on several balls at once. Scheduling plays a crucial role in this step of
the full-cycle recruitment process. Interviews with potential employees should be organized in advance and
verified. Sending assignments out and receiving constructive feedback is a necessary part of the process.

The connection between the recruiter and the hiring manager is also critical at this point of the process. They
need to stay close to one another. Candidates shortlisted for interviews, input from the recruiting manager,
iteration of requirements, etc., are often discussed by the recruiter.

The usage of an interview protocol may be quite beneficial at this point in the hiring process. From the first
invitation and briefing, through the sequence in which questions are answered and the final wrap-up, it will
provide a standardized procedure and guarantee that all applicants have the same experience. Interview guides
can lessen the potential of prejudice during an interview.
To help arrange the interviews once again, a company may use a chatbot may be used. Because of this, they can
answer some of the most common questions that applicants may have about their interviews.

The interview protocol we suggested is an excellent 'tool' to utilize here, even though it's not a tech tool.
Calendly and GoodTime are two examples of interview scheduling software at this step.

5. Recruiting and hiring

In certain situations, reference validation and a background check are necessary after the shortlist has been
narrowed to between 1 and 3 applicants by the recruiter and the hiring manager.

When you verify your impression of the applicant and acquire extra information from other sources, reference
evaluations are a good idea. It would be an excellent resource if you were unsure about a particular ability or
aptitude during the interview.

Background checks may or may not be required, depending on the position and nation you work. For
government services, for example, this form of verification is widespread. It is more prevalent in the United
States than in other European nations.

It's time to make a selection after all of these check boxes have been ticked. Although the full-cycle recruiter is
(heavily) engaged in each process phase, the hiring manager has an ultimate say.

Decisions like this one should be based on facts. In other words, each applicant is graded according to a set of
predetermined criteria throughout the selection process. The best applicant will then be made an offer of
employment.

If you're looking for an all-in-one reference validation and background screening solution, Checkmate is the best
option for you.

6. Getting Started

Full-cycle recruiting doesn't end when a prospect signs a contract. The pre-boarding process begins here.
Between the moment an applicant accepts a job offer and the time they start working, this is known as the
onboarding period.

Maintaining regular contact with new employees is essential throughout this time so that they are enthusiastic
and eager to get started on the job. If they don't, they might end up working for another firm before they've even
started.

Pre-boarding activities include emailing the recruit the worker handbook, welcoming them to (informal) group
activities, sharing information on their first day, and so on.

Recruiters may benefit from the use of software tools in this area, as well, to ensure that all new employees have
the same experience.

It's now time for the organization's induction operation to take care of the recruit when they officially begin their
first workday. The recruiter must regularly keep in touch with the new worker, even if this is handled by HR and
the hiring manager.

As a result, the newly hired employee may be more open to discussing their issues with the recruiter in the
initial few weeks of their employment.

Onboarding software is available in a variety of formats. Some firms utilize a Trello board for pre-and
onboarding, while others use a dedicated platform like Apical.

Conclusions

Candidates and hiring managers will have a more robust working connection through the whole recruitment
process. Everyone participating in the employment process may benefit from it since it can be a positive
experience. For that reason, you should think about your organization's requirements extremely thoroughly
before employing this sort of recruitment.