Full life cycle recruiting, also known as "end-to-end recruitment," is essential for many companies to find the right people to fill open positions. This system may prove especially useful if your company is looking for long-term employees. To work successfully, the end-to-end recruiting process should follow a few distinct stages. In this article, we explain what full life cycle recruiting is and what it involves.
What is full life cycle recruiting?
Full life cycle recruiting is the process of finding a new employee, from recruiting to hiring. There are six stages of the end-to-end recruitment process: preparation, sourcing, screening, selecting, hiring and onboarding. The entire process divides the company's need to fill a job position, the process of finding candidates to fill the position, the stages of getting the right people to interview, choosing the right person to hire and conducting the onboard training process.
Who uses full life cycle recruiting?
Full life cycle recruiting is typically done by a department head or a manager within a smaller company. In larger companies, the end-to-end process is typically performed by someone within the human resources department. More substantial corporations may have independent divisions of the human resources department dedicated to each stage of the complete hiring process.
Stages of full life cycle recruiting
Six stages make up the end-to-end recruitment process. Each of these stages is an essential part of recruiting the right employee for the job. Here are the six stages of full life cycle recruiting and what they entail:
The very beginning of the process involves preparing for your search. This an essential part of setting the path to finding the right employee.
In the preparing stage, you want to define what it is you are looking for in your next employee. Think of the job that needs to be filled and the company as a whole. Consider the type of person who would fit this role and everything they may be responsible for. Once you figure out these aspects of the open position, use that to create a compelling job description that will get the right people to apply for the job.
After composing a comprehensive job description, you can move on to sourcing. This involves posting the position on job boards and searching for potential candidates. There are other forms of sourcing candidates for your position, including:
- Web sourcing: Web sourcing is a way to search millions of online profiles to find candidates that might be suited to the job available. You can reach out to these people directly and ask them to apply for the position.
- Social recruiting: You can use social recruiting by posting and searching social media platforms for potential candidates.
- In-house recruiting: Some people who already work in your company may be a good fit for this position. This is a great way to encourage career advancement and growth within your company.
- Employee referrals: Another great sourcing process involves using employee referrals. This is a way of finding candidates by getting referrals from your current employees. Since they probably have a good perspective of the type of people who would be well-suited for your company, many of them may know someone in their personal network who would be an excellent fit for the position.
The screening step is when you go through all the applications to find the candidates. In some companies, this step may take the longest amount of time, but it's a vital part of getting the right candidates on to the next stage. Go through each resume carefully, seeing that you only choose people who really seem like they could fit the role you are trying to fill.
When you have the resumes of all candidates who fit what you're looking for, it's a good idea to conduct a brief phone interview. If they do well during the phone conversation, then you may consider inviting them to meet for a more thorough in-person interview.
The fourth step is the selection process, which involves thoroughly interviewing the candidates. If you've followed the first three steps, you know what you are looking for and should have a strong group of candidates ready for interviews. Hold interviews with everyone who made it to the selection stage, and make sure you have detailed, well-prepared questions for your applicants. This part is crucial to learning everything you can about each of these individuals before beginning the next recruiting phase.
After conducting your interviews, you can begin narrowing down applicants and making a decision about who you want to hire. Once you've chosen your candidate, contact them with an official job offer. Make sure you go over the full details of the terms for hiring, which often includes salary, hours and what the job is or isn't limited to.
If the person you chose for the job doesn't take the job right away, you may have to negotiate the terms of the job offer with them. This can be a very sensitive part of the full life cycle recruiting process, so it's important to approach it carefully. Be open and aware of what you can offer before calling the candidate you chose. By being prepared, you can be sure you're ready to handle whatever they have to say and hopefully come to a fair negotiation for both parties.
The last and one of the most critical steps in the end-to-end recruiting process is the onboarding of your new employee.
Onboarding your new employee involves introducing them to the team and scheduling them for any orientation and training programs they may need to complete. You want to welcome them into the organization and make them feel like a full member of the team. The goal is to make sure the new employee learns about your company and decides to stay long-term. Make sure your new hire knows you're available to answer any questions and help them transition to their new role.