- September 29, 2021
- Posted by: principlegroup
- Category: General
If you really have the following thoughts in your mind regarding the full recruitment life cycle such as:
What is the end to end recruitment?
What are the different stages of recruitment?
What is the full recruitment life cycle?
How to conduct the recruitment life cycle process?
Then, check out this blog Full Recruitment Life Cycle: 7 Stages of Recruitment Process to learn about the recruitment process and stages of recruitment.
The full recruitment life cycle refers to the entire hiring process. And all the phases from which the hiring manager and recruiter undergo.
Recruitment is a core function of the HR department. There are many stages in the recruitment process. Thus, the human resource department has to go through various stages of recruitment in order to hire great employees.
The stages in recruitment broadly divided into three parts:
1. Stages before the job advertising
2. Stages during the selection process and
3. Stages after the final selection. We will explore these stages of recruitment further in the content.
Full Recruitment Life Cycle: Synonyms
- Recruitment life cycle process
- Recruitment life cycle process
- End to end recruitment life cycle process
- HR recruitment life cycle
- Recruitment life cycle in HR
Full Recruitment Life Cycle: What is Recruitment Process?
Recruitment is the essential practice of HR departments and their principal responsibility, which influences a company on all levels. It is crucial to understand all the stages and objectives of full life cycle recruitment because it is one of the principle elements of HR. Full life cycle recruiting stands for a complete, end to end, recruiting process.
Hence, it starts with the process of finding a new employee, and it ends with hiring. It is a practice that’s the best for those organisations that seek long-term hires due to being thorough and profound.
The process of full life cycle recruitment follows the company’s need to fill a gap, find a compatible candidate to fill that job position, all the steps of going through an interview, and identifying the best job applicant, selection, and on boarding.
Full Recruitment Life Cycle: Who Conduct the Stages of Recruitment Process?
Within the small companies, it’s usually a department head or managers who have the responsibility for the full recruitment life cycle.
Large organisations often put in charge of people from the HR department. Thus, some world-renewed corporations have independent HR divisions that take care of each stage of the recruitment process.
Full Recruitment Life Cycle: The Stages of Recruitment Process
The full recruitment life cycle is about managing and handling each stage of hiring. This is what end to end recruitment is. As we know, the whole recruitment process is made up of different stages. Here are the 7 recruitment stages that are the primary reason for successful hiring.
Recruitment Step #1: Understanding and analysing the requirements
The first recruitment stage of the full recruitment life cycle is to gather the requirements from the client or hiring manager and conduct an examination (e.g., gap analysis) to identify what’s the best way to meet their job position-related expectations and needs.
It is essential to get this step of the recruitment process right because it will determine the rest of your full recruitment life cycle process. Be well-prepared and define what it is that the next hire should fulfil and what type of person is the best for that role.
If you want to ensure you are on the right path, consider what kind of experience, qualifications, and education should that employee have. Thus, think about whether they should be flexible and open to remote work, how much will they receive as compensation, and what will they get by working in your company.
The main focus-able points are:
Size of organisation
Salary range and structure
Company culture and work environment of the organisation
Growth percentage of the company
Number of requirements
Skills, qualification and experience
The current state of employment
Recruitment Step #2: Preparing the job description
After identifying these requirements, it’s time to create an engaging and accurate job description that will attract the candidate you need.
Preparing the job description is another stage of the recruitment process. Once you discover all the requirements of an ideal employee such as qualification, experience, skills, etc., forming a good job description for potential candidates is not a hassle.
The checklist of the perfect job description:
Company name and detail
Type of job/ job title
Number of the open position
Salary structure
Location
Duties’ description
Specific skill, knowledge and experience
Additional skills and knowledge that will add advantages
Benefit offers
Job description from which candidates try to match themselves for the position. Thus, the job description should be written carefully with all accurate information. The other stages of the full recruitment life cycle process will be fruitful because this will attract the right candidates for the position.
Recruitment Step #3: Sourcing
After creating a compelling and all-encompassing job ad, it’s time to start sharing and advertising the job position. Another recruitment step of the full recruitment life cycle process. There are various ways and places for attracting the right candidate, but these are the most frequent forms:
- Searching the web: You don’t have to wait for the candidates to come to you. The internet is full of talented people that could fit in your organisation. Seek them and try to identify those that reflect similar values and set of skills. Most people would be happy to receive an unexpected job offer. Hence, if you find someone promising, reach out and ask them to apply.
- Social media recruiting: These are the most frequent forms and the best platforms to target millennials and generation Z. Share the job ad and additional material on LinkedIn, Facebook, and Instagram.
- Ob boards: One of the safest and most traditional routes is to share the vacancy on job boards and career websites.
- Referrals: Another trusted method is to encourage employee referrals because they are the ones who know the best what the company needs and which profiles to target.
- In-house recruiting: Re-evaluate all the current job positions and employees. The right talent might already be in front of you, but working in a different job position or department. Consider whether training and transfer could be your answer.
Recruitment Step #4: Application screening
One of the most time-consuming and demanding stages, screening stands for going through and evaluating all the job applications. While it’s challenging, this step is also critical to identifying the best talent, and you need to analyse each resume and cover letter carefully, paying attention to the detail. However, you can also consider using software that will speed up the recruitment process.
As you seek a resume that points to a candidate who would be a perfect fit for the job role, you can also conduct a brief phone interview to weed out incompatible job applicants. That’s also a great way to get more insights into who are the persons behind the resumes.
Recruitment Step #5: Selection
Another critical stage of the recruitment process, the selection includes conducting thorough interviews with the best talents who passed the screening phase. By now, you should be sure what you are looking for to fill the position and what kind of a candidate will feel the most comfortable in your company, and in return, give the best results.
Ensure that you are ready for this stage of the full recruitment life cycle, that you have prepared questions and that you have a method of getting the answer to all you need to know.
Recruitment Step #6: Hiring
Hiring is another stage of the recruitment process. As you finalise the selection phase, you will probably already have an idea of who is the ideal employee. The final decision comes after going again through all the insights and data. It’s recommendable to talk about the decision with other team members and departments. Once you have the decision, it’s time to invite the candidate and give an official job offer.
Include all the terms of hiring, including the salary, schedule, working hours, and potential deal-breakers. Be aware that you might have to negotiate these terms, which is why you need to determine beforehand whatis non-negotiable.
Recruitment Step #7: On-boarding
Make sure that you have a good onboarding strategy because this is a crucial stage, and it might affect whether the employee will want to continue working in the company. Create an engaging and detailed onboarding, with a welcome pack and team introduction.
The outcome of your full recruitment life cycle process should be an employee who feels ready to start working because they have all the necessary information about their job position and the company.
Full Recruitment Life Cycle: The Conclusion Part
As we learn about the different stages in the recruitment process, and we get to know how complicated the recruitment process is. The entire process becomes longer if recruitment agencies or recruiters do not use the right tool for the recruitment process.
Different tools are obtainable for a variety of stages. And, that might be expensive and hard to handle. Thus, as a good recruiter, they have to prefer all in one tools.
Know What The Principle Group Offers!!!
See how The Principle Group makes your recruitment process easier and quicker. Connect with us today to know more details, we are happy to help.