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What is full-cycle recruiting?

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Is recruitment easy? Any recruiter you may ask this question would say recruitment is by no means an easy endeavor. It is time-consuming and difficult to pull off. Full-cycle recruiting is the end-to-end process by which recruitment happens and here’s what you need to know about it from its definition to its entire process.

 

The definition of full-cycle recruiting

By definition, full-cycle recruiting is a term used to describe the entirety of the recruitment process which will often be handled by a single recruiter spanning from the initial sourcing, screening (the review process), and finally onboarding.

 

Difference between regular recruitment process and full-cycle recruiting

The main difference defining factor of a full cycle recruitment process is that all of the components and requirements of the recruitment process will be in one place whereas the other is a fragmented approach where each component of the process is handled by different specialists or teams. Thus, full-cycle recruitment is regarded as one of the most effective ways for recruitment that also provides a consistent and pleasant candidate experience.

 

The full-cycle recruitment process

Though the process varies from entity to entity, full-cycle recruitment consists of six steps that can be categorized into three stages each of them having a defined purpose. The breakdown can be categorized as follows.

 

Stage 1: Attracting talent

This being the initial stage of the recruitment process, is regarded as the most important of all. This is because it is vital to attract the right talent for the designated job and an adequate amount of preparation is required to obtain the desired outcome. There are two key steps involved in this stage. They are namely,

  1. Preparation
  2. Sourcing

Preparation

Preparation is crucial since it is the stage where the full-cycle recruiter identifies the hiring need and defines the job description. During this stage, the recruiter speaks to the hiring manager to obtain key insights about the role and once the requirements are clear, he/she would post the advert on the relevant channels.

 

Sourcing

In addition to posting the advert, this step involves the recruiter, utilizing other reliable channels, to reach out to viable candidates and coaxing them to attend or participate in the interview process. The recruiter would also look into past candidate profiles and re-evaluate if they could fit the current role in concern.

 

Stage 2: Selection

Once the preparation and the sourcing are done, the recruiter would have narrowed down the candidate pool to a certain extent and during the selection stage, he/she/they would screen the candidate profiles and would push them for interviews. These are the two main steps in this stage.

  1. Screening
  2. Interviewing & selecting

Screening

To add more to what we mentioned earlier, the screening step is all about progressing viable candidates and removing the remainder who do not meet the requirements. Usually, this would happen through a resume review and a screening through a phone discussion. More modern screening processes involve chatbot discussions as well as recorded video screenings through the usage of software such as interviewer.AI. The technology and the resources employed for this process are decided by the full-cycle recruiters, where the volume of applicants and the complexity of the role will be the main defining factors.

 

Interviewing and selecting

Once the potential candidates have been identified through screening, the full cycle recruiter then progresses them for interviews – the interviews will also be set up by the recruiter. He/she/they would also have their input in streamlining the process and the recruiter would also devise the structure for the interviews based on the organization’s hierarchy. The recruiters will also be in charge of necessary templates, evaluation documents, and resources required by the interviewers. After the interviews, the interviewer would provide feedback on the candidates and the final interviewer would inform the recruiter who he/she prefers for the role. At times the recruiter might be in charge of selecting the right candidate for the role based on the feedback he/she/they receive.

 

Stage 3: Hiring

After the selection stage, the recruiter would inform the hiring decision to the hiring manager and this starts off the hiring process. The hiring stage has two main steps they are,

  1. Hiring
  2. Onboarding

Hiring

Upon informing the hiring manager of the hiring decision, the recruiter would share the offer with the candidate. From there onwards, the recruiter would handle the negotiations, reference checks, and background verifications and ideally, he/she/they would ask for the joining date from the candidate as well. The recruiter will also take care of the paperwork and the documentation and will become the liaison between the candidate and the company.

 

Onboarding

This being the final step in the recruitment process, requires the full-cycle recruiter to engage with the candidate and coordinate the onboarding activity. This is to prevent the candidate from dropping off and ensure that he/she/they would show up on their first day. The full-cycle recruiter will also be present to welcome the candidates on their first day and will continue to be the first point of contact until they settle in.

 

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle.  Learn more about how Interviewer.AI can help your business.

 

Increase your hiring team’s efficiency using a combination of resume scoring, skill assessment, and asynchronous video interviews. 

 

Gabrielle MartinssonGabrielle Martinsson is a Content Writer at Interviewer.AI. She’s a tech geek and loves optimizing business processes with the aid of tech tools. She also loves travelling and listening to music in her leisure.

 

 

 

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