How can Full Cycle Recruiting Improve your Recruitment Process?
Hiring suitable candidates for particular job positions takes time and effort for business organisations. It’s more complex than posting a job ad and getting a new hire. The recruiters must follow an entire recruitment process to get suitable employees for their business start-up. Here comes a full cycle recruiting process.
The full cycle recruiting process is a holistic way of acquiring talent that only one person often supervises. It improves the candidate experience and maintains a smooth relationship between the employer and the applicant. Let’s get into this.
What is full Cycle Recruiting?
Full cycle recruiting is an end-to-end hiring process that integrates all the stages of the recruiting process, way up from sourcing to onboarding. It’s a 360-degree recruiting process in which a single full cycle recruiter controls every step of the procedure.
You might be wondering, who’s in charge of the recruitment process? It depends on the corporation you are dealing with. Only a single HR recruiter handles the whole process in small or medium-sized organisations. Whereas in large organisations, sometimes the whole HR team is involved. But the whole process is overseen by only one person.
It’s the main difference between full cycle recruiting and other recruitment processes. In traditional hiring procedures, each step is handled by a different person. For instance, the manager may write the job ad, the HR generalist may screen the candidates, and the recruiter may interview or do onboarding. Reengineering the recruitment process is significant if you want to alleviate the confusion and improve the system.
The Benefits of full cycle recruiting for the recruitment process
A full cycle recruiting helps the organisation get potential employees for its positions. It improves the candidate experience and quality of the hiring process. Your approach to hiring is all wrong if you don’t improve your recruitment process. Let’s discuss more benefits of full cycle recruiting for the recruitment process.
Streamlined Hiring Procedure
As a full-cycle recruiter handles the whole recruiting process, he has complete control over each step. It’s pretty facile for him to construct and streamline the strategies for the hiring process. This recruiting cycle allows the person in charge to make decisions at his or her own pace.
This streamlined hiring process mitigates the delays in communication and leads to faster and quality hires.
Time to hire indicates recruiting efficiency and candidate experience. It is the time span between when an applicant applies for a job and when he is hired. A long time to hire leads to a slow and inefficient recruiting process. A full cycle of recruiting reduces the hiring time by lowering the delays. It promotes faster hiring and reduces the company’s risk of missing out on qualified candidates.
In comparison to traditional hiring procedures, full cycle recruiting involves a single person who controls the whole process. When a lot of people are handling the process, it’s pretty challenging to hold an individual responsible for anything. Through full scale recruiting, It’s easy for the organisation to make an individual accountable for its success or problems. It also increases the plan’s clarity and makes its execution easy.
Better quality of hire
The recruitment of qualified candidates that add value to the company’s culture is the toughest job for recruiters. Full cycle recruiting makes the process more personalised, improving the hire’s quality. It also accelerates productivity levels and keeps the employees engaged. Thus, it contributes to decreasing turnover costs. The recruiter is better equipped with quality plans to identify valuable candidates for the corporation.
When there are a bunch of recruiters, the applicants get confused about who the right go-to person is for their answers. It becomes stressful for the applicants. When there is a single person to guide them, it becomes comforting for the candidates. It develops a positive relationship between the recruiter and the job applicants. Thus, it alleviates miscommunications and improves the candidate’s experience.
6 Stages of the full cycle recruiting process
This is the initial phase of the recruitment process, in which the full cycle recruiter approaches the HR manager for workforce planning. They work together to identify the job requirements, the company’s needs, and the right skills for the role.
Moreover, a candidate’s inclusive job description is also prepared. It reflects the persona of the ideal candidate that best suits the company’s requirements. This is the preliminary stage of the recruitment process that occurs prior to the public posting of the job. The information that is gathered is used to improve the job posting, which incorporates an overview of the requirements.
After the recruiter completes the job posting, the next stage is to look for potential candidates that can fit into the position. For this purpose, he uses social media platforms, online job banners, employee referrals, and more. Many talent acquisition websites are available in the market to reach out to the best candidates for your job vacancy. For instance, 77% of recruiters use LinkedIn for the recruiting process, making it the most-used sourcing channel.
As a beginner, it might be challenging to generate a talent pool. But if you opt for the right means of sourcing, you will be able to approach qualified applicants to fill the position.
The next step is to do screening of potential candidates from unqualified job applicants. In this full cycle recruiting process, the recruiter reviews the candidate’s resume and cover letter and conducts phone interviews to gauge the job applicant. It is usually done to shortlist competent individuals.
Additionally, the recruiter can also use pre-selection techniques and tools to assess the candidate’s cognitive abilities. For this purpose, the employer can conduct personality tests, assessments, IQ testing, and other practices to choose the right person for the selection stage.
After shortlisting the quality candidates, the recruiters move forward toward selecting the perfect fit for the job. In this full cycle recruiting stage, the recruiter conducts face-to-face meetings or virtual interviews. This is done for the final selection of the applicants.
Depending on the nature of the job, various types of interviews can be conducted. The interviewer may ask structured or unstructured questions to check the candidate’s confidence. Some job-related questions are also asked to get more in-depth information about his work experience.
The HR department is in continuous contact with the recruiter to assist and coordinate during the whole process. Once the recruiter chooses a particular candidate, they see their background checks and references info.
After the final selection of the potential candidate, it is the duty of the recruiter to send him a job offer to discuss employment terms and other essential details. This stage usually involves negotiating the employee benefits, compensations, company offers, starting date, and other information with the selected person.
The full cycle recruiter takes care of the documentation and all the logistics. The candidate would be in direct contact with the employment recruiter throughout the hiring process.
The new hires’ integration into the organisation is the onboarding stage of the full cycle of recruiting. It includes introducing the new employee to his supervisors, colleagues, and team members. An efficient onboarding process can accelerate new hire retention by 82%. For this purpose, the organisation can conduct a proper orientation session to make the new hire aware of the company’s culture, norms, rules, and regulations.
The first day of the new employee is pretty intriguing. The new joiners are usually self-motivated and willing to play a role in the company’s workflow. This stage also deals with training the new hire on specific tools so that he can perform his job efficiently.
How to implement a full cycle recruiting strategy?
You might be thinking about what strategies you need to follow to stand out from others in your recruitment process. As a recruiter, you have a yen to make your full cycle recruiting procedure efficient. How? By following the below-discussed tips and tricks.
Improvise an ideal candidate’s job persona
A job persona refers to the description of the candidate’s profile. It is significant to choose the best fit for the job position based on the set standards. As a full-cycle recruiter, you should create a persona that fulfils the job requirements. You need to manage the job responsibilities, skills, experience, qualifications, and others in the job description.
Reach out the potential candidates
For this purpose, you can create fascinating job ads that captivate job seekers. You can share the advertisements on social media accounts to create a pool of candidates. It helps you find quality employees for your organisation.
Don’t forget to review your CV and cover letters
The most important strategy to get the best fit is to review the resumes and cover letters of the candidates. It debunks the qualifications, working experience, skills, and other details about the candidate. This will helps the recruiter shortlist the right candidates for the final selections.
Adopt selection tips to get the right fit
Conducting face-to-face and virtual interviews is very significant for finding the right candidate for the vacant position. In addition to meetings, you can also improvise assessments to assess the candidate’s abilities. For instance, you can opt for group discussions, cognitive tests, personality tests, IQ quizzes, and other activities to select the best applicant for the job.
In short, full cycle recruiting provides a better experience for the candidates. It is a streamlined hiring process that reduces hiring time and makes all the stages pretty efficient. Also, this recruiting process is very significant in enhancing the quality of the hire.
As a recruiter, it is challenging to manage the database of a large pool of candidates. For this purpose, you can go for EmployeeConnect HRIS. It is an HR software management software that helps you to simplify your workflows. You can attract, engage, and onboard the right candidate for the business through data automation. What makes you wait? Book your first demo now.