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What is Full Life Cycle Recruiting?

Whether you’re hiring one new team member this year or hundreds, it’s important to know how recruitment processes are handled. One important term that gets used when discussing new hires is “full life cycle recruiting.” In this article, we’ll explore what this term means and why it’s applicable to your efforts in finding the best candidates.

Full Life Cycle Recruiting, Defined

Full life cycle recruiting refers to the entire hiring process for a new employee. Generally, there are six main stages in the cycle, which can vary by industry and by hiring need. Other words used in place of full life cycle recruiting include “full circle recruiting,” “recruitment life cycle” and “360-degree recruiting cycle.” By understanding the cycle your team uses and the opportunities that exist to improve each step of the cycle, you may streamline your hiring process and attract better talent to contribute to your company’s overall success.

Who is in Charge of the Full Life Cycle Recruitment Process?

Depending on a company’s size and goals, there may be different people handling the recruitment full life cycle process. In a smaller company, it may be a single professional, such as the hiring manager. They’re often referred to as a full-cycle recruiter because they perform all stages of the cycle. As the company grows, the number of people who can assist with the cycle grows as well.

A mid-sized company may have a few people in a human resources team sharing the responsibilities. A large company may have a person dedicated to each stage in the recruiting process, or even entire teams tasked to each stage. It’s also possible for a stage, or several stages, to be outsourced to service providers that specialize in a particular stage.

The Steps of a Full Life Cycle Recruiting Process

There is a significant amount of work that goes into the entire cycle of recruiting. At a minimum, there are six basic steps, but each of these steps can have many layers and tasks associated with them.

1. Preparing

In this step, you will lay out the skills, experience, and education that you want your ideal candidate to possess. Compare them to the role that they will fill. By identifying your needs in a new hire, along with additional requirements that may be needed down the road, you are ready to create a job description that reflects these needs. Post your job on your Careers Page and any relevant job boards.

2. Sourcing candidates

Next, you will advertise your job description and fill your hiring funnel with candidates. You can also use word of mouth, referrals from current employees, job fairs, social media like LinkedIn, and social events to bring in candidates. Additionally, don’t overlook any existing employees that could be considered for your open position.

3. Screening

Before you start the interviewing process, narrow down the applicant pool with consistent and effective screening tools. Review each candidate’s resume and application and potentially hold phone interviews to see if they are a good match. Use this shortlist for the next phase.

4. Selecting

In the selection phase, you’ll more thoroughly assess your shortlist of candidates. One-on-one interviews, group or panel interviews, background checks, and references are all beneficial in deciding who to select for the next steps. Use a consistent, pre-planned set of questions for your interviews and record your data so you can later evaluate (and improve upon) your processes.

5. Hiring

Once you have decided to make a job offer, it’s time to make it formal with an offer letter. Don’t forget to let the other applicants know that you are going with another candidate.

6. Onboarding

Much time and care should be spent in this phase, as it sets the tone for your relationship with your new hire. This is where employee handbooks, training sessions, and paperwork are most important. Much of whether a new hire feels welcome and like part of the team happens here.

Full Life Cycle Recruiting Tools

There is a lot of hard work and planning that goes into creating an optimized recruiting cycle. Many companies rely on tools to help make the cycle more efficient and to ensure a consistent experience for each candidate that they recruit.

Comeet, for example, is an applicant tracking system (ATS) that helps you design a full life recruiting cycle that supports your corporate values and culture through communication, scheduling, and collaborative tools so that your entire HR team is on the same page. While it’s possible to use your own tools, those customized for HR pros are made with your unique needs in mind. This helps you create a personalized full cycle recruiting plan that can help you get the very best hires.

Best Practices for Full Cycle Recruiting

As technology changes and low unemployment rates require hiring teams to be more innovative, there are opportunities to improve upon the full cycle recruiting process. Here are some of the best practices that HR teams can use to get the most out of each phase:

  1. Keep current employee needs in mind. The values and perks that workers value now may be much different than those from 20 years ago. Consider what may be attractive to these groups and use them to bring on a diverse workforce. Look for cues on what these values are at every step of the cycle and bring negotiations to the table early, if needed. 
  2. Lean on technology. Many HR teams are aware of ATS software and tools but don’t always utilize them to their fullest potential. Become familiar with all aspects of these programs and reach out for training or consultation from the vendor, if needed, to make sure you are harnessing the full power of the program. 
  3. Don’t wait until you have a hiring need. Being proactive pays off. If you wait until you have a job opening, you put yourself in a position to having to start the very long full cycle recruiting process from the first step. Always have some candidates (whether active or passive candidates) in your recruitment pool for when you lose a worker, or when you find a need to expand your staff.

Get a jump-start on step one of the recruiting cycle and ensure smooth transitions throughout the entire cycle by implementing an applicant tracking software solution like Comeet today. Learn more about how we can help.

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Adrienne Smith

Adrienne Smith

Adrienne Smith is a content strategy consultant working with high-growth businesses on their brand messaging, content strategy, and content creation. A digital nomad, she's exploring the world's cultures and cuisines as she works.

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