What Is Full Life Cycle Recruiting?

Kristina Martic | 1/12/2018 | Recruiting

Full Life Cycle Recruiting is a term used for a complete process of recruitment. Full Life Cycle Recruiting encompasses 6 main recruiting stages: preparing, sourcing, screening, selecting, hiring and onboarding.

What Is Full Life Cycle Recruiting?

Full Life Cycle Recruiting synonyms

Full Life Cycle Recruiting is also known as:

  • Life cycle recruiting
  • Full cycle recruitment
  • Full cycle staffing
  • Full circle recruiting
  • Recruitment life cycle
  • 360 recruitment cycle
  • 360 recruitment

What is Full Life Cycle Recruiting?

“Full Life Cycle Recruiting” is a term used for a complete process of recruitment, from start to finish. Full Life Cycle Recruiting encompasses different recruiting stages. It starts when a need for a new employee rises and ends up with a new employee onboarding.

In startups and smaller companies, there is usually one person responsible for the whole recruitment process. That person is called a “Full Life Cycle Recruiter”. Full Life Cycle Recruiter is a solo player who performs a one (wo)man recruitment show. In other words, Full Life Cycle Recruiter completes every stage of recruitment process.

In medium-size companies, there is usually an HR department with a HR team. Each person on the team usually specializes in performing certain stages of recruitment process.

Large companies usually have the whole HR departments and teams specialized for specific recruitment stage.

Companies of all size can also outsource a whole recruiting process or its specific stages.

Full Life Cycle Recruiting stages

Full Life Cycle Recruiting encompasses 6 main recruiting stages: preparing, sourcing, screening, selecting, hiring and finally onboarding.

Full-life-cycle-recruiting

Each of 6 main recruiting stage encompasses different activities.

Stage #1: Preparing

“Before anything else, preparation is the key to success.”
To prepare for a winning full life cycle recruiting it is crucial to define your candidate persona and write a great job description. 

Defining your candidate persona is the very first stage of a successful recruiting strategy. A candidate persona is a semi-fictional representation of your ideal candidate. This persona is formed by defining the characteristics, skills, and traits that make up your perfect hire. Creating personas help guide and make your hiring process easier. 

Next step in this stage is writing a job description that attracts candidates. Make sure to write a clear and accurate explanation of the job and responsibilities, not a laundry list of your requirements. Include information about the salary range, perks and benefits and your company values. To help you save time, we have created free job descriptions templates and samples.

Stage #2: Sourcing

Professional recruiters use different methods for sourcing candidates. In today's world of high demand for talented workers, it is often not enough to just post job openings on job boards or career sites. This is because more than 70% of candidates are passive. That’s why modern recruiters turn to new inventive methods for finding candidates.

First is a web sourcing. With web sourcing, a single web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

Second is social recruiting, using social media channels (such as Facebook, Twitter, LinkedIn etc.) in recruiting.

Third is in-house recruiting or finding great candidates internally, among your existing employees.

Forth are employee referral programs, structured programs that companies use to find talented people by asking their existing employees to recommend candidates from their existing networks.

Stage #3: Screening

The goal of this recruiting stage is to narrow down your applicants to the very best candidates.

Screening stage begins with reviewing employment applications, which usually consist of resumes, motivational letter and/or portfolios. The goal of reviewing these documents is to find applicants whose qualifications, skills and experiences best match your vacant job description.

These candidates then go into the next round of screening - a telephone informational interview. Candidates who make this cut are shortlisted and invited to a face to face interview.

Stage #4: Selecting

Selecting the very best candidate is the most critical part of the recruiting process. No matter how good your potential candidates may seem on the paper, seeing them in person is your ultimate opportunity to determine if they have the perfect combination of knowledge, skills and experience you are looking for. Your requirements will vary depending on your industry and your vacant job position.

You can use a variety of candidate selection methods that best fit your hiring needs, like different types of auditions and testing (psychological tests, programming tasks, custom written assignments etc.).

Most common candidate selection method though is conducting interviews. To help you choose the right candidate, not just the best interviewer, we prepared this Complete guide to candidate interview questions.

Before making the final decision on the best candidate, this stage can on some occasions also include a background check of employees and/or their references.

Stage #5: Hiring

Hiring stage consists of two main activities: job offer and negotiations.

Once you found your perfect candidate, it’s time to notify him/her. According to the LinkedIn survey, 77% of candidates prefer receiving good news over the phone. Right after making that phone call you should send an official job offer letter.

A well-structured job offer clarifies all hiring terms. It includes precise information on compensation and benefits, working hours and contract length, as well as the employment start date. To improve the chance of your job offer being accepted, it’s advisable to personalize it.

Sometimes a candidate won’t accept your job offering immediately, so further negotiations will be needed in order to reach a mutually satisfying employment contract. This is usually the most delicate recruiting stage which needs to be handled with special care and attention.  

Stage #6: Onboarding

Despite popular belief, a recruiting cycle doesn’t end when you hire a candidate. An onboarding is the final and perhaps the most crucial stage of the recruiting cycle. It can make or break your whole hiring process! What is the point of finding and hiring those perfect candidates if you can’t make them stay and fit in your company culture?

Onboarding is not a boring formal paperwork. Onboarding is all about making the new employees feel welcomed and helping them ease into their new working place by teaming up with their new coworkers.

Great onboarding starts with introductions, then moves on to orientation and ends up with training. Combining all these activities is the right formula for creating a winning onboarding which will guarantee a great start at your company for your new employee.

Full Life Cycle Recruiting tools

All these stages seem complicated and very time-consuming. They are, if you are not using the right tools. There are many different tools that offer solutions for various recruiting stages and challenges. In addition, there are some recruiting and hiring tools that now offer all solutions in one tool. 💪

Our TalentLyft is such an all-in-one recruiting platform which can help you organize and streamline your recruiting process. With our TalentLyft tool you can manage, monitor, track and measure your whole hiring process from one place.

Sounds interesting? 🤔
Try our services for free (for 14 days, no credit card required to sign up, cancel anytime)! Once you are in the free trial, you can let our team know about your needs in the live chat. During the free trial, we will help you set up your personalized full life cycle recruiting strategy! 🙂 


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