Full Life Cycle Recruitment or Recruitment Life Cycle is the term most widely used for the recruitment process. Sometimes it is also called an end to end recruitment or 360 recruitment process. Full life cycle recruitment follows 6 steps to complete the recruitment process and these steps are Preparing, Sourcing, Screening, Selecting, Hiring and Onboarding.
Recruitment is the process of having the right person, at the right time and at the right place. Employing the right people for business is one of the most important parts of every organization. It is crucial to have a good recruitment process in place to attract the right kind of talent. The recruitment process must be cost-effective, less time consuming and have the capability of training the new employees. So, a good recruitment process can minimize the time and cost involved in searching, interviewing, hiring and training the best talent.
Recruitment Life Cycle:
The recruitment life cycle refers to many steps as mentioned above, the hiring manager follows while searching for the right people to fill the talent gap. A thoughtfully crafted recruitment process reflects the company’s professionalism, values, culture and helps in making a positive impression on people. Recruiting and training can be expensive and time-consuming, so when you are recruiting, make sure that you are making the right choices.
The recruitment process can be long or short depending on the size and values of an organization. It can vary in requirements, approach and recruitment team. Some organizations outsource their recruiting needs, but some companies rely on advertisements, job portals and social media channels to recruit the right talent for new roles. Many organizations use recruitment software to make their recruitment process more effective and efficient.
As per my experience, Full Life Cycle Recruitment, Recruitment life Cycle or 360-Degree Recruitment can be broken down into eight important Phases instead of six for better understanding. So, some recruiters can complete this cycle in less or more steps.
Identifying the Talent Gap:
The recruitment process starts with the identification of the talent gap. If the hiring need arises in any department then managers start thinking to fill that need and the hiring requisition is generated towards the HR department or concerned persons.
Preparing/Planning for Recruitment:
In this phase Job, descriptions are created and relevant information is gathered about the talent gap. Experience requirements, skills and qualifications are discussed for the new role. Salary structure and career path are defined for the new role as well.
Sourcing/Job Posting:
To hunt the best talent job advertisement is posted on social media, job portals, company website and others channel are used. In-house sourcing is also considered to recruit a suitable candidate that may be a good fit for the new role. Sometimes employee referrals are used to find the best talent as well.
Screening/Shortlisting:
In this step, the screening of applications is done and the recruiters shortlist the best resumes or CVs from a pool of applications. To save time and streamline the process, sometimes organizations use IT applications like ATS software to shortlist the best applications
Scheduling the Interview:
The shortlisted candidates are called for the interview. E-mails are sent and location or other requirements are shared with the candidates.
Selecting/Interviewing:
This is one of the most important steps in which the most talented and suitable candidates are selected for job interviews. In this phase, interviews are conducted as per pre-defined criteria and candidates try their level best to impress the recruiters and capitalize the opportunity. Some organizations also require written tests from the applicants. Applicant’s competency level, background, work experience, interpersonal and professional skills are discussed in detail.
Hiring/Job Offer:
After selecting the suitable candidates, in this phase job offers are discussed with the applicants. Salary, benefits, career path and grooming opportunities are discussed in detail. Final job offers or employment contract is signed with the most suitable candidate within available resources.
Onboarding/Induction:
In this final step of the recruitment process, the newly hired employee is placed in a team, an orientation session is conducted and training sessions are arranged.