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When it comes to finding the right talent, the approach you take can significantly impact your success. Full cycle recruiting offers a comprehensive method to streamline the hiring process.
In this article, I’ll dive deep into what full cycle recruiting entails, its benefits and drawbacks, and how it compares to specialized recruiting. I’ve also got the experts’ answers to some of the most frequently asked questions about this recruitment method to help you make an informed decision for your organization.
Let’s dive in, starting with the basics!
What is full cycle recruiting?
Full cycle recruiting, also referred to as full life cycle recruiting or end-to-end recruitment, is a holistic approach to talent acquisition where a single recruiter manages every step of the hiring process. This method encompasses everything from the initial identification of a hiring need to onboarding the new employee. The recruiter acts as the main point of contact throughout, ensuring consistency and a seamless experience for both the candidate and the hiring manager.
By maintaining direct involvement in all stages, full cycle recruiters can build stronger relationships, provide better candidate experiences, and enhance the overall efficiency of the hiring process.
Most recruiters identify as full cycle
In today’s lean market, where every dollar (and second) counts, it’s no surprise that full cycle recruiting is on the rise. In fact, it’s become one of the most prevalent talent acquisition trends, with the majority of recruiters (62%) identifying as full cycle.
It’s clear that organizations recognize the value of having a single point of contact manage the entire recruitment process. This comprehensive approach not only ensures consistency and efficiency but also fosters stronger relationships with candidates. By overseeing every stage — from job requisition and sourcing to interviewing, hiring, and onboarding — full cycle recruiters provide a seamless and personalized experience that is essential for attracting and retaining top talent.
Steps of the full cycle recruitment process
Full cycle recruiters are responsible for the entire recruitment funnel. Let’s take a look at where their responsibilities lie at each stage of the hiring process.
Preparation
The preparation phase sets the foundation for the entire recruiting process. It involves intake meetings to understand the hiring needs, crafting job descriptions, and defining the ideal candidate profile. This stage is critical for aligning the recruiter and hiring manager’s expectations and creating a clear roadmap for the recruitment process.
Even though many people feel preparation isn’t the most exciting, Brianna Rooney, an executive coach and recruiting trainer with 20 years of experience, offers a different perspective in her video on the subject: “Preparation in my opinion, that is the most fun part. That’s where you’re going to do your sourcing map, start building projects, and really collaborate with that hiring manager. That’s the most important part.”
During this phase, recruiters and hiring managers collaborate to:
- Identify the key responsibilities and requirements for the role.
- Develop a detailed job description that attracts the right candidates.
- Plan the sourcing strategy and set clear timelines.
Sourcing
Candidate sourcing is the stage where recruiters actively seek out potential candidates. This involves leveraging various channels to find individuals who meet the job requirements.
“The sourcing is the part where you’re going to start grabbing the profiles that you think the hiring manager is going to want to talk to,” says Brianna Rooney. “Give at least five profiles to the hiring manager and sneak in a couple that you think are probably a little bit below what they were looking for so you can really get a grasp on what they do want and what they don’t want.”
Typical sourcing strategies include:
- Posting job ads on online career sites and job boards.
- Utilizing staffing agencies for specialized roles.
- Attending career fairs to meet potential candidates in person.
- Encouraging employee referrals to leverage existing networks.
Screening
Candidate screening is the critical phase where recruiters narrow down the pool of applicants to identify the most qualified candidates. This process involves reviewing resumes, conducting initial phone screens, and utilizing various assessment tools to evaluate candidate suitability.
During the screening phase, recruiters typically:
- Review resumes and cover letters to match qualifications with job requirements.
- Conduct phone or video interviews to assess candidates’ initial fit and interest in the role.
- Use pre-employment assessments to gauge skills, personality traits, and cultural fit.
Effective screening helps ensure that only the best candidates move forward in the process, saving time and resources for both the recruiter and the hiring manager.
Selection
Once the initial screening is complete, the selection phase begins. This involves deeper evaluations of the shortlisted candidates through in-person or virtual interviews, work samples, and other assessment methods.
“When you ask yourself, does a recruiter actually affect a hiring decision? 100% absolutely. Empower your voice, speak up, and use data.”
-Brianna Rooney, Recruiting Trainer
In the selection phase, recruiters and hiring managers should:
- Conduct structured interviews to ensure consistency and fairness.
- Use data-driven evaluation criteria to compare candidates objectively.
- Involve multiple stakeholders in the interview process to gain diverse perspectives.
- Guide interviewer decision-making with a structured interview debrief.
- Provide timely feedback to candidates and keep them engaged throughout the process.
Hiring
After selecting the ideal candidate, the hiring phase involves extending a job offer and conducting necessary background and reference checks. This phase is crucial for ensuring the candidate is both qualified and a good fit for the company culture.
During the hiring phase, recruiters typically:
- Extend a conditional job offer outlining key employment details (e.g., job title, compensation, start date).
- Conduct background checks and contact references to verify the candidate’s qualifications and history.
- Negotiate terms of employment, if necessary, to reach a mutual agreement.
Onboarding
Onboarding is the final stage of the full cycle recruiting process, where the focus shifts to integrating the new hire into the company. Effective onboarding is vital for setting up new employees for success and ensuring they feel welcomed and supported.
“The onboarding process is something that a lot of recruiters don’t involve themselves in, but in my opinion, this is what solidifies the relationship and makes it that full cycle circle.” – Brianna Rooney
Key onboarding activities include:
- Preparing all necessary tools and materials for the new hire before their start date.
- Introducing the new hire to the team and providing a tour of the workplace.
- Ensuring the new employee completes all required paperwork and training.
- Discussing expectations, company culture, and success factors to help the new hire acclimate quickly.
Full cycle recruiting vs specialized recruiting
In the recruitment world, there are generally two approaches: full cycle recruiting and specialized recruiting. Each has its unique advantages and potential drawbacks, depending on the organization’s needs and structure.
Full cycle recruiting
As we outlined above, full cycle recruiting involves a single recruiter managing all stages of the hiring process, from job requisition to onboarding. This method ensures consistency and a seamless experience for both candidates and hiring managers.
Specialized recruiting
In contrast, specialized recruiting breaks down the recruitment process into distinct phases, with different team members handling each stage. For instance, one person might focus on sourcing candidates, another on conducting interviews, and another on onboarding.
Key differences
- Process management
- Full cycle recruiting: One recruiter oversees the entire process, ensuring a consistent candidate experience and streamlined candidate communication.
- Specialized recruiting: Different recruiters manage different stages, potentially leading to more specialized expertise but also to fragmented communication.
- Candidate experience
- Full cycle recruiting: Provides a single point of contact for candidates, enhancing their experience and ensuring they always know who to reach out to.
- Specialized recruiting: Candidates may interact with multiple contacts, which can lead to confusion but may also provide them with a broader view of the organization.
- Efficiency
- Full cycle recruiting: Can be more efficient in smaller organizations where the recruiter can handle all tasks without significant bottlenecks.
- Specialized recruiting: Often more efficient in larger organizations where high volume and complex hiring processes benefit from specialized roles.
When to Use Each Method
- Full cycle recruiting: Best suited for smaller companies or specialized roles where a personal touch and comprehensive management are crucial.
- Specialized recruiting: Ideal for enterprise recruitment with high hiring volumes, where breaking down the process into specialized tasks can improve efficiency and manageability.
Pros and cons of full cycle recruiting
Like any recruiting strategy, full cycle recruiting has its own set of advantages and disadvantages. Understanding these can help organizations decide whether this approach is the best fit for their hiring needs.
Pros
- Enhanced candidate experience
- Candidates benefit from a single point of contact throughout the process, which can make them feel more valued and supported.
- The recruiter builds stronger relationships with candidates, leading to better engagement and potentially higher acceptance rates.
- Decreased time to hire
- With one person managing the process, there are fewer handoffs and less chance for delays.
- The recruiter can quickly move candidates through each stage, reducing the overall time to hire.
- Clear accountability
- One person is responsible for the entire recruitment process, making it easier to identify and address any issues.
- Provides a clear feedback loop for continuous improvement.
Cons
- Not suitable for all organizations
- Smaller teams or single recruiters may struggle to manage high volumes of hires.
- Larger organizations with complex hiring needs may find the process overwhelming for one person to handle.
- Requires a broad skill set
- A full cycle recruiter must be proficient in all aspects of recruiting, from sourcing and screening to interviewing and onboarding.
- Continuous training and development are necessary to maintain high standards across all stages.
How GoodTime enables full cycle recruiters
Full cycle recruiting might sound a little unmanageable, but with the right tools, it can be a path to a world-class hiring experience — for candidates, recruiters, and hiring managers alike.
GoodTime enhances the full cycle recruiting process by automating and streamlining each stage of the hiring journey. Here’s how:
- Automated Scheduling and Coordination: GoodTime’s AI-driven platform automates up to 90% of interview management tasks, including complex multi-day and panel interviews. This allows recruiters to focus more on candidate engagement rather than logistics.
- Enhanced Candidate Experience: GoodTime ensures personalized and engaging interactions with candidates through features like candidate-driven scheduling, helping to maintain a strong employer brand and high candidate satisfaction.
- Data-Driven Insights: GoodTime provides powerful insights and actionable data to help recruiters continuously refine their strategies and improve hiring efficiency, ultimately leading to quicker time-to-hire.
- Integrated Workflows and Communication: Seamless integration with leading ATS and communication tools ensures that all stages of the recruitment process are connected and automated, making it easier for recruiters to manage high volumes of candidates efficiently.
By leveraging GoodTime’s automation and AI capabilities, full cycle recruiters can enhance efficiency, improve candidate experiences, and focus on strategic talent acquisition efforts.
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FAQs about full cycle recruiting
Full cycle recruiting, also known as full life cycle recruiting or end-to-end recruitment, is a comprehensive approach where a single recruiter manages every stage of the hiring process. This includes everything from initial job requisition to the final onboarding of new hires.
You are a full cycle recruiter if you manage every aspect of the candidate journey, from posting job ads and conducting interviews to extending offers and onboarding new hires. This role requires a broad skill set and the ability to handle multiple stages of the recruitment process effectively.
Full life cycle recruiting is used by a variety of businesses, from startups to large enterprises. In smaller companies, a single full cycle recruiter might handle the entire process, while in larger organizations, different team members might oversee various stages.
The length of a recruiting cycle can vary widely based on several factors, including the industry, the nature of the position, and the employer’s needs. For example, hiring for a senior executive position might take several months, while filling a temporary or seasonal role could take just a few days.
Full cycle recruiting can be challenging, especially for a single HR professional. It requires a diverse range of skills, including communication, relationship-building, negotiation, and familiarity with the latest HR technologies. However, the comprehensive involvement in the process can lead to better outcomes and stronger relationships with both candidates and hiring managers.
Benefits of full cycle recruiting include enhanced candidate experiences, decreased time to hire, and clear accountability. The approach allows for a consistent and personalized recruitment process, which can lead to higher candidate engagement and satisfaction.
Determine the best recruiting approach for your organization
Full cycle recruiting offers a comprehensive and cohesive approach to hiring that can significantly enhance the candidate experience and streamline the recruitment process. By managing every stage, from job requisition to onboarding, full cycle recruiters ensure consistency and efficiency.
As Brianna Rooney emphasizes, “Whenever you have filled that position, you want to go to the hiring manager and say what went right, what went wrong, how can we do better. How can I be that efficient recruiter, how can we be that team.”
Understanding the pros and cons of this method, as well as how it compares to specialized recruiting, can help organizations make informed decisions about their hiring strategies. Whether you are a small business seeking a personalized approach or a larger organization aiming for efficiency, full cycle recruiting has valuable lessons to offer.
