Full-cycle recruiting is an approach that offers advantages for both companies recruiting fresh talent and the candidates who apply. It’s a process that requires careful management of every step of the recruitment lifecycle, from talent attraction to onboarding and follow-up.

The end result is that recruiters know they’ve found the right person for the job, and candidates find a role that allows them to truly flourish. This article will detail how a full-cycle recruiting process can not only ensure simple and effective talent acquisition but also enhance the candidate experience and lead to improved employee retention.

The full-cycle process usually consists of six stages: preparing to hire, sourcing candidates, screening, selecting, hiring, and onboarding. By optimizing each step in the cycle, recruiters can attract and ultimately hire candidates who are likely to excel in their new jobs. And, since each step in the full-cycle recruiting process is important, each of them is worth examining in greater detail.

The six stages of the full-cycle recruiting process

1. Preparation

Preparation is key to attracting the right applicants. This means considering much more than just job titles, skills requirements, and preferred levels of experience. It may also lead recruiters to reflect on the best fit for the team they’ll be working with, not to mention the wider organizational culture.

Managers and recruiters should review the job description or create one from scratch for new roles. This document guides the process and helps clarify expectations for the successful candidate.

Once the job description has been finalized, it is used to develop the job posting or advertisement. It will be crafted as an accurate summary of tasks and responsibilities and will highlight the most important qualities that recruiters are looking for.

What mustn’t be overlooked is how the job advertisement must appeal to candidates. This goes beyond, for instance, containing certain keywords that job seekers may use when searching for a new post. It also includes efforts to minimize bias while offering a strong value proposition that appeals to candidates.

For example, it has been reported that having too many requirements (especially those that are not strictly essential) may deter women from applying. Studies have shown that many women will only apply for a job when they meet 100% of all requirements (compared to only 60% for men). This is just one way in which job requirements can be more inclusive and appeal to a wider talent pool.

2. Sourcing

Now that they know what type of people they are looking for, it’s time for recruiters to source promising candidates. If they already have a database representing qualified job seekers who might fit the role, it’s a good place to start. However, extending the search to cover a variety of relevant platforms will attract even more suitable candidates, allowing companies to choose from a larger talent pool.

This can be very time-consuming if recruiters hope to be as thorough as possible. They must identify platforms that are likely to be used by the type of applicants they’re seeking. For example, healthcare recruiters can benefit from advertising on specialized sites that are monitored by people seeking healthcare-related work. 

It isn’t a case of “set and forget.” Recruiters must monitor results such as the volume of relevant applications and drop-off rates to see how they can optimize their talent search still further. For instance, if they are not attracting enough applicants, they may need to include more job-specific keywords in their advertisements.

The most economical and effective way to approach this stage of the process is to use automation. Broadbean’s job distribution software allows recruiters to enter job parameters and automatically post advertisements to relevant platforms. It also provides all the metrics they need to improve the efficacy of their campaigns while they’re in progress.

3. Screening

If you’ve cast your net wide and you’re offering a lucrative job opportunity, you may end up with a mountain of resumes to sort through. Identifying and shortlisting the best candidates can seem like searching for a needle in a haystack. Fortunately, there are ways to expedite the screening process without allowing talented candidates to slip through the cracks.

Resume screening

Resume screening is the first step in the screening process. Doing this the old-fashioned way is hard work, and leaves room for errors. It’s also important to avoid unconscious bias, for example, research shows candidates with ethnic-sounding names often face discrimination.

Using well-programmed AI results in more diverse, better-qualified workforces because it eliminates gut feel and unconscious bias. At the same time, automating the early screening stages saves a great deal of time and effort. Broadbean’s applicant ranking system helps recruiters focus on top candidates whilst alleviating the administrative burden of traditional screening processes.

Phone or chatbot screening

With a leaner list of applicants, all of whom are qualified for the post, it’s time to make sure that everyone is on the same page. This means ensuring that communications are direct and transparent. 

After all, there are expectations to be met on both sides. This is the time to talk about remuneration and benefits, starting dates and availability, and other points that should be agreed before taking the process further. 

Fortunately, many of these conversations can be streamlined using automation. Specialized AI chatbots like Phenom TXM reduce workloads and allow recruiters to narrow their focus to candidates who are genuinely interested in the post.

Preselection or shortlisting

Although the list of applicants has been slimmed down, it may still be too long. In most instances, recruiters hope to generate a shortlist with a maximum of ten candidates who qualify for interviews.

Recruiters can use pre-selection tools based on the job’s requirements. They may call for the completion of an aptitude test or ask for a sample of an applicant’s work. It’s also important to communicate well with applicants. For instance, if there are job requirements that some may find more appealing than others, these should be disclosed so candidates can decide whether the job is still the right fit for them.

4. Selection

By exercising diligence in the first three phases of full-life cycle recruitment, recruiters should have a small group of candidates to choose from by the time the selection process begins. Thanks to data driven analytics, all of them are highly skilled and suitable for the post.

Now, as part of full-life cycle recruiting, recruiters must plan, schedule, and confirm interviews with the candidates and the hiring manager or selection panel. It may be tougher than it sounds, with plenty of back-and-forth before dates and times are finalized. Once again, tech comes to the recruiter’s rescue. Avature offers the tools they need to navigate this portion of the recruitment process.

It’s only fair to offer the same experience to all candidates, so preparing for this phase means developing an interview guide. This would have a very similar format to a meeting agenda. 

It provides the structure interviews will follow including introductions, interview questions, and how meetings will conclude. It is often recommended to adhere to a structured process for all candidates so there is an even playing field throughout the process.

5. Hiring

We’re almost there. The organization has chosen its candidate and is ready to offer them the job. But before formalizing the working relationship, recruiters must carry out background and reference checks.

There’s a reason why these steps are only taken now. An interview may leave those responsible for the hiring decision with questions that only third-party follow-up can effectively answer. For example, if interviewers are concerned about how an applicant performs under certain circumstances, a former employer may have the answers they need.

Armed with these final pieces of information, the hiring manager is ready to confirm a decision on who to choose for the role, but the full-cycle recruiter’s job isn’t complete yet.

6. Onboarding

Onboarding consists of two phases: pre-boarding and employee onboarding. Pre-boarding occurs after the contract has been signed and before the new employee’s first day at work. 

The recruiter’s task is to keep them informed and provide materials that will prepare them to commence work. This might mean providing an employee handbook, inviting them to join certain activities, and answering any questions they may have.

The final stage of employee onboarding consists of a specific program in which new employees are “shown the ropes” when they begin work. The responsibility for different parts of this program may be allocated to different people, but the recruiter still checks in, ensuring that the new hire is finding the onboarding process both informative and energizing.

What are the benefits of a full-cycle recruiting?

It’s generally agreed that the top benefit of full life cycle recruiting is accountability. The recruiter is responsible for each phase of the recruitment process from its initiation through to onboarding the new hire. And, although the process may seem lengthy, it reduces time to hire, and results in a better candidate experience throughout.

Additional benefits include:

• Clear communication: Hiring managers and candidates have a single point of contact throughout the process, simplifying communication.

• Stronger relationships: Consistent interaction between recruiter and candidate helps build trust and boost engagement.

• Higher quality candidates: Recruiters attract a broad pool of highly qualified applicants, with expectations clarified before interviews commence.

• Simplified decision-making: Hiring managers can focus on choosing the best-fit candidate, as much of the groundwork has already been done.

• Improved acceptance rates: Candidates are well-informed and more likely to accept an offer when selected.

• Smoother onboarding: Recruiters ensure new hires are equipped with the information they need to succeed from day one, benefiting both the organization and the employee.

What are some of the challenges associated with full-cycle recruitment?

If one were to attempt full-cycle hiring without the help of technology, it would be an extremely time-consuming process. Not all businesses are willing to invest in the time-saving tools that are needed or outsource recruitment to an outside agency.

Full-cycle recruiters must be skilled in navigating the process and utilizing the technologies that simplify it. However, user-friendly interfaces can make this easier than it sounds, though it may take some trial and error at first. For instance, if they are failing to attract the right type of applicants, they may need to reconsider the wording of a job posting and the keywords it includes.

Finally, the recruiter must be able to handle the workload. If an organization is recruiting large volumes of staff at once, it may be difficult to keep up with the demands of full-cycle recruitment.

Is there a standard length for the average full recruitment cycle?

According to Business Insider, the average time to hire rate rose in 2023. On average, it took 44 days to find and hire candidates. For less-skilled positions, the average time needed for recruitment was 14 days, while finding and hiring people with rare skills averaged anything from two to three months.

However, this time can be reduced. Global accounting giant KPMG reports that it was able to reduce time to hire by 20% by using AI tools. It’s a field in which Broadbean has become a market leader, helping organizations of all sizes find the people they need faster and more efficiently by using its tools and data-driven insights.

How to get started with full-cycle recruiting?

Without careful planning, full-cycle recruiting will not deliver on its promised potential. Your process begins with a clear role definition and a strong sourcing strategy. Your applicant tracking system (ATS) provides the tools you need to manage applications and workflows affecting each applicant. 

Effective screening is always a recruiting essential, and providing feedback to applicants is an important part of full-cycle recruiting. Once you have your shortlist, it’s time to align schedules and coordinate interviews with hiring managers and interview panels. 

They should have a uniform approach to candidate evaluation that leads to unbiased selection of the best candidate for the role. Once the decision is made, the HR professional managing full-cycle recruitment either undertakes or oversees the process of negotiating a final job offer. 

This agreement is not yet the end of full-cycle recruitment. Onboarding allows for a smooth transition from candidate to employee. With the process complete, HR professionals review and refine the entire process with an eye to further improvements.

Are you ready to find and hire the best people faster, more effectively and more efficiently? Integrate Broadbean into your recruitment process for a faster, better, and above all, more effective recruitment process. Schedule a demo today to see what’s possible.

 

Full-cycle recruiting process FAQ

What is the full-cycle recruiting process?

The full-cycle recruiting process moves through preparation, sourcing, screening, selection, hiring, and onboarding, with a single contact managing each stage. It minimizes missed steps and ends when the new hire is fully settled in their role.

Is onboarding part of full-cycle recruiting in HR?

Onboarding is one of the most important steps in full-cycle recruiting. It ensures that new hires understand their roles, how they relate to others in the organization, and who they should reach out to when they have questions or face challenges. 

What are the advantages of full-cycle recruitment?

Full-cycle recruitment offers a streamlined hiring process, consistent candidate experience, clear communication, and full accountability. It improves candidate quality, enhances data tracking and reporting, and reduces miscommunication.

What are the steps in full-cycle recruitment?

The process involves preparing to hire, sourcing, screening and selecting candidates, completing the hiring process, and onboarding new employees. This approach delivers better outcomes for employers and candidates alike, as even unsuccessful applicants feel the process was fair, while successful hires adapt quickly and stay longer.