What is full life cycle

The 6 Proven Steps to Mastering the Full Recruiting Lifecycle

Full Life Cycle Recruiting gives you the opportunity to make strategic recruitment decisions. How can you use it to improve your results? In this article we answer questions like "What is Full Life Cycle Recruiting" and "What good is it for me?".

Here we go!

Lifecycle recruitment refers to the entire hiring process for a new employee. The idea of ​​full life cycle recruiting applies to every step of the recruiting phase from start to finish. It is sometimes referred to as "end-to-end recruiting" or "360-degree recruiting".

Phases of full-cycle recruiting

The process can be broken down into six main phases, which can vary depending on the industry and needs. The most common are:

  • preparation
  • procurement
  • Demonstration
  • Selecting
  • attitude
  • Enter

The full recruitment lifecycle begins when a new employee is needed and ends when the selected employee enters the induction phase.

Understanding what type of HR cycle your team is using can be very useful. With this knowledge, you can attract better talent to your company by seizing opportunities to improve every step of the recruiting cycle.

In this article, we take a very close look at the full recruitment lifecycle and walk you through each step of the process.

Who is responsible for the entire life cycle of the recruiting process?

The person in charge at each stage of the cycle depends largely on the size of your organization. In a larger business environment, it is important to delegate these roles early on so that the fluidity in the workplace is not disturbed.

In a smaller facility, the hiring manager, or 'full cycle recruiter', is responsible for each phase of the cycle. As the company grows, so does the number of roles. A medium-sized company often has a human resources department with few employees in which the colleagues share responsibility.

Larger companies can go one step further and have entire teams work on just one phase of the recruiting lifecycle.

Outsourcing the entire recruiting process across the entire lifecycle is becoming an increasingly popular trend for companies of all types and sizes.

The steps of a recruiting process over the entire life cycle

A significant amount of work goes into the entire recruiting cycle. There are at least six basic steps, but anyone can have many layers and tasks that come with them.

# 1 preparation

The prep phase of the recruiting lifecycle is perhaps the most important. Much of the groundwork for the process starts here.

Set your metrics

Before you start recruiting, it's a good idea to establish the recruiting metrics that your team will measure so that it is possible to track and evaluate the entire lifecycle of the recruiting effort over time.

There are hundreds of metrics by which you can measure your results, here are some that we consider the most fundamental to success:

  • Applicants per opening
  • Application completion rate
  • Cost of an unoccupied position
  • Time to hiring
  • Acceptance rate of the offer
  • Cost per rent
  • Quality of the rental
  • Employee retention

Lifecycle recruitment is an important initiative. It is valuable to know why your method worked or not. That is only possible if you track relevant metrics.

Define the person of the candidate

The next step in the prep phase should be to get an idea of ​​the type of candidate your company is looking to hire.

Put simply, a candidate persona is a fictional representation of your ideal candidate. Often times, the persona is created for a specific role that is both detailed and data-driven. That persona is shaped by determining the traits, skills, and traits that embody your perfect attitude.

In many ways, the candidate's personality is the foundation of your life cycle recruiting efforts. Any decision you make prior to hiring should be influenced by this research, so it is worth taking the time to make it correctly.

Write the job description

Once you've defined the ideal candidate persona, you can start customizing job descriptions for the prospective candidates. We have compiled a list of all the essential items that you should include.

Photo credit: LinkedIn's report on talent trends

# 2 procurement

You now know what your ideal candidate persona is, so it's time to get into the sourcing phase of the recruiting lifecycle. Investing in some sort of Applicant Tracking System (ATS) or Customer Relationship Management System (CRMS) will help you organize the candidates in your recruiting pipeline.

Constantly adding, managing, and analyzing your recruiting pipeline will make it easier to find perfect candidates when a position opens.

Determine your candidate sourcing strategy

Seventy percent of the global workforce are passive candidates. That means the usual routine of posting on job boards will not attract the best applicants. Talk to your hiring manager about which direction you want to focus your efforts. Agree on the different platforms on which to start your discovery.

Web sourcing

The concept of using a Boolean search can be an effective way to find candidates with a particular background. You can use CV database platforms such as Talentbin, Careerbuilder or Hired. Portfolio websites like GitHub or Carbonmade can also be useful resources.

Social procurement

Using social media channels can also be a helpful tool for finding out less conventional information about candidates. Start with places like LinkedIn, Twitter, Facebook, and Google+.

Internal and direct procurement

Be careful not to overlook any existing employees who might be suitable for your vacancy. The perfect candidate could have been standing in front of your nose all along.

Believe it or not, recruiting events are as popular as ever, and they're a great way to get to know candidates outside of their resume and cover letter too. A platform like Meetings can facilitate less formal, informal meetings like this one.

Employee referral programs

A great tip for full lifecycle recruiting is to incentivize your employees to refer talent from their networks. Be careful if you are solely recruiting within your networks, as that can lead to excessive homogeneous jobs.

Image credit: Blue Signal

# 3 review

Once you've identified qualified candidates at the sourcing stage of the full life cycle of the recruiting process, it is time to narrow this list down to what you think are the best candidates.

Check every resource

Screening begins with examining applications, which consist of resumes, portfolios and letters of motivation. The aim of reviewing these documents is to find candidates whose skills, qualifications and experience best match the position you are seeking to hire.

After you've selected the candidates who have impressed you the most on screen and on paper, they move on to the next phase of the process - a phone interview. The shortlisted candidates will be shortlisted and invited to a personal interview.

Steps for screening

Here are the steps we find most useful for the screening phase:

Step 1: Compile a list of professional qualifications based on the currently successful employees.

Step 2: Categorize each job qualification as a minimum or preferred qualification.

Step 3: Create a resume screening scorecard for the job qualifications to be shortlisted.

Step 4: Find a good resume screening technology tool, especially if you are a large-scale recruiter.

Image credit: glass door

# 4 Select

You screened your candidates and hopefully came out with the best of the best. Speaking of choices, did you know that Artificial Intelligence can help you with that?

We are now in the selection phase of the entire life cycle.

Choose your method

Selecting the best candidate is the most stressful, but also the most rewarding part of the life cycle recruiting process. Regardless of what the candidate looks like on paper, the interactions you share face-to-face will inevitably be the driving force behind whether you hire them or not.

There are a variety of methods for candidate selection, such as competence tests, technical screening, group or panel interviews and situational tests. DevSkiller's RealLifeTestingTM The methodology can help you with programming.

Structure your interviews

The most tried and tested method is of course to conduct structured interviews. You can dramatically increase your chances of finding the right mindset if you can

  1. Focus on planning the future, not just your immediate needs
  2. Maintain objectivity and avoid bias
  3. Provide experience and provide feedback to a superior candidate

To give you a head start, here is a list of helpful interview techniques and questions to get you started.

Let candidates know when to expect preliminary information and how to prepare for the interview. That way, you can get the most out of them at a crucial time.

It is important to remember to officially review the selected candidate before giving them the green light. You can save yourself a lot of hassle by doing a background check and looking at candidate references.

Where traditional job interviews fail, according to recruiters

Image credit: LinkedIn Report on Global Recruiting Trends

# 5 attitude

The light is almost at the end of the tunnel. You are in the hiring phase of the full life cycle of the recruitment process. The process has two main elements, the job offer and the negotiation. Always call the successful candidate before mailing the offer.

Don't forget about the unsuccessful candidates, you might need them at some point in the future. The best thing to do is to contact them to let them know of the decision. Remember, talent is four times more likely to consider your company in the future if you provide constructive feedback.

negotiations

There are times when a candidate does not immediately accept a job offer. Further negotiations are necessary in order to reach a mutually satisfactory employment contract.

This is usually the most delicate phase of the recruiting process during the entire life cycle. If you expect close negotiations, you should involve the hiring manager right from the start. Negotiations are delicate and you could easily lose your best candidate if you get it all wrong.

Image Credit: Proforma Investigation

# 6 Get in

Contrary to popular belief, the recruiting process is not over if your candidate accepts the job offer. It is critical that the candidate finds a seamless transition into your company culture and environment. Imagine doing all this groundwork and seeing how they go because they were forgotten in the first few weeks of their employment.

Checklist development

Create an employee checklist so that you can systematically introduce the new employee to their new workplace. Quality onboarding starts with the introduction. So make sure they are familiar with their colleagues and the new environment.

Your checklist must contain everything from preparing the mandatory documents to setting up the workplace to deciding who will meet and greet the new employee upon arrival. Leave no stone unturned so that it is a great experience for the candidate.

A noise when getting in Guideline

You can follow these steps to ensure your rental has a great experience:

  1. It is best not to have any delay between your recruiting process and your embarkation. This period is known as "pre-boarding" and begins once the candidate's contract is signed.
  2. Try to make a special first day
  3. Brainstorming ideas to make navigating through boring company documents and systems more bearable - for example with bite-sized chunks of information
  4. Contact your new employees all the time and as often as possible. If there are any problems, you can address them early and quickly.

Image credit: TINYpulse

Lifecycle best practices for recruiting

In any profession, it pays to always be one step ahead. In today's climate of developing technology and low unemployment, recruiting teams need to be as innovative as possible in order to identify and hire the best talent. Here are some best practice tips to help you get the most out of each phase of the cycle:

  1. Don't wait for an opening - The most proactive recruiters and buyers are ahead of their peers and search the talent pool for candidates who might be considered for future roles. According to Officevibe, the best candidates are off the market within ten days. If you already have a number of applicants (active and passive) in your recruitment pipeline (in the form of an ATS), it will be valuable to you when you eventually have to fill this vacancy.
  2. Keeping an eye on the needs of employees - What is important for the employees could be very different from twenty years ago. Think about what factors are attractive to different groups and use them to sell your business to a diverse workforce. We found that eighty percent of candidates would take one position through another based on the personal relationships established during the interview. You'll know if you listen.
  3. Get the most out of technology Most HR teams are familiar with ATS, Customer Relationship Management Systems (CRMS), and Human Resource Information Systems (HRIS), but only fifty-five percent of professional hires use the technology. Conducting an employee training course could be a useful technique for realizing the full potential of this functional software.

Photo credit: Criteria Blog

Lifecycle Recruiting: Final Thoughts

Understanding the capabilities of your organization is very important when it comes to full lifecycle recruiting. If you work as a recruiter in a small or medium-sized company, the time must be used wisely to optimize the process wherever possible.

Following a lifecycle recruiting approach using the guidance above can help reduce your cost per hire as well as your time to hire. Overall, your recruiting strategy will work a lot better by introducing an efficient and structured process.