Recruiting isn’t as simple as making a job posting. In fact, it’s a whole process. And that’s why we call it full cycle recruiting.
What Is Full Cycle Recruiting?
Full cycle recruiting is actually a name given to the entire recruitment process; from the HR department accepting a job requisition to hiring a successful candidate.
Typically, full cycle recruiting (also called 360 recruiting) consists of five stages:
Before you post that vacancy announcement, it’s important to have a job requisition at hand.
If you work in the HR department, you’ll likely get it from the hiring manager that needs extra people on their team.
The job requisition should contain clarification on why the hire has to be made, the main requirements, and any budgetary constraints.
If you are in charge of recruitment at your company, you’ll need to obtain stakeholder approval before setting the wheels in motion.
Make sure you’ve updated and perfected the job description, as well as the ideal candidate description:
- Outline job requirements
- Outline job responsibilities
- State preferred qualities that the ideal candidates should have
When you’ve laid the groundwork, it’s time to start thinking about sourcing candidates.
You have a few options at hand:
- Source candidates internally. These can come from the pool of previous candidates, or even the people who are in other positions in your company but could fill the current position.
- Source candidates externally through your website, career websites, social media, etc.
- Source candidates externally with employee referrals.
- Attract candidates to your company with a strong employer brand, and maintain a pool of potential applicants.
You could also hire a recruitment agency to streamline the process.
This is a great option if you don’t have an HR department at your company, and/or have too much on your plate to juggle full cycle recruiting.
When you’ve received applications from the people who could be your next hire, it’s important to screen or prequalify them.
Screening first takes place as you manually go through resumes and applications. Pay attention to qualifications and experience, and whether they meet your basic requirements.
When you’ve shortlisted the candidates, you should ask them to come in for an interview. Aim to establish a culture fit at this point, and pay attention to the candidate’s personality.
Again, if you don’t want to waste time doing this, you can bring a recruitment agency on board to help you.
4. Selecting and Hiring
Ideally, you’ll find someone who sticks out after interviewing your candidates.
At this point, you should negotiate their salary, as well as any contract requirements with them.
5. Onboarding – the final step in full cycle recruiting
When you’ve hired the perfect candidate, it’s important that you onboard them properly.
When your new hires are having a great experience from the very start, they’re more likely to stay with your company.
And successful onboarding means you’ve given them all the tools they need to do their jobs.
You may have come a full cycle, but you’ll be all the richer for a talented employee.
Would you like to learn more about recruitment? Check out our full Recruiting 101 Series.