“What is full cycle recruitment?” is it a new kind of hiring process or an ancient one, just in a new packaging? Well, today, we’ll debunk every single detail about it: its concept, its process, and, most essentially, how it is beneficial for modern hiring needs. See, full cycle recruiting or hiring is nothing but an end-to-end recruitment process; it summarizes all the hiring steps, from preparing a job description to shortlisting candidates to screening, to testing, to interview, and so on until the candidate is onboarded with the organization.
In a full cycling hiring process, each step is unique, and each step consists of at least one manual resource, just so the entire process can be completed at the earliest. A team of HR will be responsible for several checksums during a candidate’s onboarding. And though it might look neat and easy for some, however, for a team of few people, it is a tiresome job that takes an ample amount of their bandwidth. And let me tell you a secret: we may have a perfect solution to minimize the time taken to hire and maximize hiring. However, let’s first delve into Full cycle recruitment.
The Classic 6 Full Cycle Recruitment Process:
If you want to look at it this way, then maybe it’s the right path. The traditional hiring process consists of six steps of classification. Although some researchers believe it to be more, however, the six steps of hiring a candidate are prominent ones; the others are derived from these.
“Low on bandwidth, our team requires additional workforce!” and with this email, the hiring process starts, and the full cycle hiring goes into preparing mode. Basically, it is the initial phase of hiring, where the hiring manager and HR team discuss the requirements and necessary job responsibilities. It is also the part where HR circulate and write a job description to various channel of communication such as LinkedIn, social media platform, or internal networking group.
Then comes the second step in the hiring process, sourcing; it is the step where the recruiter gathers potential resumes and candidate profiles. The majority of the time, recruiters easily get job applications once their job posting is public; however, sometimes, if the candidate requirement is quite specific for a certain domain, they might have to reach out to the potential candidate by themselves. It’s perhaps the most tiring part of an HR team since finding a candidate that fits perfectly for the profile is quite challenging.
The third phase of hiring consists of a screening of the candidates; it is this process where the full cycle recruitment incharge sits through all the applications received and finalizes the potential candidates for further assessments. At some point, the hiring team reaches out to the potential candidates one by one and takes a short phonetic interview. This process is basically to initiate interviews and future hiring process. However, it also acts as a checksum list for hiring managers to ensure that the candidate fits the necessary criteria of the job profile, such as desired location, salary expectation, and notice period.
It is the step where each selected candidate is interviewed and takes various necessary skill assessment tests. This is the most vital part of full cycle recruiting that ensures that each candidate getting hired is the best. Managers tend to take 2-3 phases of tests, where candidates are analyzed based on their performance in personality tests, technical skills, and communication tests. However, these tests are subject to change based on the requirements of the job profile. After the test, each candidate has to go through the interview process, which helps finalize the candidate for the role.
After the test and interview have been conducted, now, the next step remains the assessment part. Here, each candidate’s profile is analyzed, and each candidate is given an assessment score; based on these scores, the top candidates are finalized. Once finalized, the offer letter and other formalities are initiated by the recruitment team. However, this is not the end of the process, and the hiring process also involves background checks, document verification, and salary negotiation. Once this is done, we move on to the next phase of hiring.
Onboarding is a tedious process that involves candidate training, document verification, onboarding formalities, work culture guidelines, etc. In addition to that, it also involves introducing the candidate to the team and getting them acquainted with the tools and technology currently being used for productivity. Though onboarding may seem like a one-day process, for a new hire, it takes a lot of time to adjust and get acquainted with the new work environment. Hence, constant communication with the HR team becomes quite necessary for the candidate to perform well in their new position.
At the very end
Full cycle recruitment is a process that ensures each candidate getting hired is the best fit for the organization. In addition to that, it also ensures that the hiring process is smooth and swift. However, the traditional method and involvement of too much manual workforce reduces the time it takes to hire a candidate. But maybe not now, BarRaiser’s AI powered video interview platform has the capability to minimize time to hire in any scenario. Our Structured interviewing tool and swift ATS integration allow recruiters to get everything in a single panel, hence minimizing the hiring time for each candidate.
Full cycle recruitment is sweet as cherry; however, a quick implementation of AI tools for hiring may have the potential to swing things around and fast forward the complete hiring process. It surely has potential; we’ll just have to see it around.