"Full life cycle recruitment” means the whole process of finding and hiring people for a job. It begins with advertising the job and looking for candidates and ends when the person is hired and gets used to the new job.
Finding the right people is really important for any business, and it needs a careful and smart plan."
Job Requirements
Recruitment starts with the hiring team establishing job requirements from a combination of internal processes or external clients. Once the job requirements are determined the recruiters and hiring managers have to:
Write interesting job descriptions (including information about the job role, qualifications, job location, career growth, company culture, perks, benefits, etc.)
Create appealing job advertisements!
Job Marketing
In order to attract qualified and quality talent, jobs have to be posted in a variety of channels, including job boards such as Monster, Dice, Indeed, LinkedIn and Naukri, as well as social media platforms such as Facebook, Instagram, etc. Paid job boards and posts allow companies to bid for job openings and rank higher than the competition.
Sourcing
After composing a comprehensive job description, you can move on to sourcing. This involves posting the position on job boards and searching for potential candidates. There are other forms of sourcing candidates for your position, including:
Web sourcing: Web sourcing is a way to search millions of online profiles to find candidates that might be suited to the job available. You can reach out to these people directly and ask them to apply for the position.
Social recruiting: You can use social recruiting by posting and searching social media platforms for potential candidates.
In-house recruiting: Some people who already work in your company may be a good fit for this position. This is a great way to encourage career advancement and growth within your company.
Employee referrals: Another great sourcing process involves using employee referrals. This is a way of finding candidates by getting referrals from your current employees. Since they probably have a good perspective of the type of people who would be well-suited for your company, many of them may know someone in their personal network who would be an excellent fit for the position.
Recruitment includes finding candidates from multiple channels and adding them into your recruitment pipeline. With an advanced (Applicant Tracking System) ATS, recruiters can build and manage huge databases of talent and applicants.
Screening
The screening step is when you go through all the applications to find the candidates. In some companies, this step may take the longest amount of time, but it's a vital part of getting the right candidates on to the next stage. Go through each resume carefully, seeing that you only choose people who really seem like they could fit the role you are trying to fill.
When you have the resumes of all candidates who fit what you're looking for, it's a good idea to conduct a brief phone interview. If they do well during the phone conversation, then you may consider inviting them to meet for a more thorough in-person interview.
With the help of an Applicant Tracking System (ATS), recruiters can source candidates according to their skill sets, job locations, experience, and qualifications with advanced filters. The AI algorithms then create a list of candidates, who are best matched for a particular job, complete with compatibility ratings and culture fit ratings.
Once there is a shortlist of candidates, they can be screened using tests. Recruiters can then review findings and share any necessary feedback with the candidates.
Interviews and Selection
Recruiters need to manage multiple interview schedules, calendar invites for all stakeholders, and feedback for candidates. At this stage, a recruiter has to make sure that all the candidates have a positive candidate experience and that there are no technical issues during the calls. After a series of interviews, recruiters will have the candidate profiles they need in order to extend job offers.
Candidate Onboarding
Onboarding is critical. Most recruiters use e-onboarding platforms to help candidates get the best experience possible without the hassle of a physical office visit. Through an e-onboarding platform, recruiters can create a checklist of documents required to be submitted by the candidate. Once the candidates upload their documents and provide their digital signatures and confirmations, they’ve successfully onboarded the candidate as an employee.
