What Is Full Cycle Recruiting? (Benefits and Stages)

Updated February 2, 2023

Full cycle recruitment can help organizations find the right people to fill vacant positions. As businesses grow and roles change, organizations typically need to recruit new employees. Learning the answer to "What is full cycle recruiting?" can help you find and hire the best people for various positions. In this article, we discuss what full cycle recruitment is, explore its benefits, explain who is responsible for it and share the stages (with tips) of a successful recruitment process.

Related: Top 10 Recruitment Skills for Successful Recruiters

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What is full cycle recruiting?

Full cycle recruiting is the entire process of filling a job vacancy. It starts from when the position opens up to candidates and ends when a candidate joins the team. This system has six stages, including preparation, sourcing, screening, selecting, hiring and onboarding. These stages ensure that the recruitment process is as efficient as possible. The top candidates receive an invitation to interview, and the hiring team selects the most qualified person for the role.

Related: Guide to the Process of Recruitment (With Tips)

Benefits of full cycle recruiting

A well-structured full cycle recruitment process has many potential benefits for an organization of any size. Some of these benefits include:

High quality hires

Companies are constantly seeking to hire the best people for specific roles. One way that full cycle recruiting makes this easier is by precisely defining what the ideal candidate is. With one recruiter in charge of the entire process, the organization creates and maintains a single recruiting vision.

Related: 14 Recruiting Strategies to Find the Best Candidates

Faster and more streamlined

Full cycle recruiting allows for a more streamlined recruitment process. The recruiter is in charge of the entire process from start to finish, which eliminates delays caused by communication gaps to a large extent. From the first stage of the recruitment process, they can lay out a simple strategy that they can easily follow until the end.

Related: How to Improve Your Hiring Process (Definition and Steps)

Increased accountability

Hiring is typically a multi-layered process with various steps involved. There is a smoother, more efficient workflow because one person or department is in charge of full cycle recruitment. Throughout the hiring process, candidates communicate with a single person, simplifying communication. The recruiter maintains complete control and is accountable for the results of the recruitment process.

Decreases time-to-hire

Full cycle recruitment is relatively faster than other methods and allows for a high level of accountability and streamlined processes. When you carry out all the stages of full cycle recruitment, candidates quickly learn about the job vacancy and apply for the position. You can then quickly select the most suitable person for the role.

Smooth hiring experience for potential candidates

The system of full cycle recruitment is more personalized and friendly to the job seekers experiencing the process. This customized experience can make the new employee feel more welcome and at home when they join the team, potentially increasing productivity and reducing employee turnover. In addition, a more personalized process can make negotiations much smoother, which also has the added effect of reducing time-to-hire.

Related: Headhunting vs. Recruiting: How Are They Different?

Who handles full-cycle recruiting?

Typically, the responsibility for full cycle recruiting depends on the size of the business or company. In a startup or a small company, the entire full cycle recruitment process is a single person's job, usually a manager or a department head. In a medium-sized company, a human resources team usually handles this process. Each team member may specialize in carrying out one or two stages of the full cycle of recruitment.

In larger companies, managers usually dedicate independent divisions of the human resources department to performing each stage of the recruitment process. They can also outsource the entire process of full-cycle recruitment to external recruitment agencies, regardless of the company size.

Related: Becoming an In-House Recruiter vs. Agency Recruiter

6 stages of full-cycle recruiting

Full cycle recruitment has six stages. Each of these stages plays a crucial role in making sure the system is as successful as possible. Here are the six stages of full-cycle recruiting and what they entail:

1. Preparing

This beginning step forms the foundation of the entire full-cycle recruitment process. It involves working to make sure that you are ready for your search. Preparing involves defining the specific qualifications and characteristics of the ideal candidate for the position. When preparing, consider the company's overall objectives. Once you've figured out the details that the position needs, you can craft a creative job description targeted towards the right people for the job.

2. Sourcing

Sourcing involves publicizing the available position and searching for potential candidates for the job. There are several places you can search for potential candidates. Some of the different methods of sourcing include:

  • Social recruiting: This uses social media platforms to search for candidates. When done correctly, social recruiting helps companies to connect with passive candidates, increase referrals, target desired candidates, display organizational culture, and reduce costs.

  • In-house recruiting: This is simply searching for a suitable candidate internally, among the current employees.

  • Web sourcing: Searching for potential candidates gives you access to millions of profiles that you can look through. You can reach out to the people directly and ask them to apply for the available position.

  • Employee referrals: This involves bringing your employees into the recruitment process. Since your employees are already familiar with the company's workings, they may have a great idea of the kind of person suitable for the available job and may recommend someone from their networks as a suitable candidate.

Related: Recruiting Methods to Help Get the Best Job Candidates

3. Screening

Depending on how many applicants there were in response to your sourcing efforts, the screening stage can take the most time. It involves carefully going through all the applications to select those you think are the best fit for the role. It is usually a good idea to conduct a brief telephone interview for those that you choose. Candidates who do well in the phone interview can then meet with you for a more thorough physical interview.

Related: Applicant Screening Process (Definition, How to and Tips)

4. Selecting

Before you begin the selection stage, have a bunch of well-prepared questions to ask the applicants. During the interview, ask your questions and get as much information as you need from each candidate. Being adequately informed about the candidates is essential for the success of the subsequent stages of recruitment.

Related: 40 Recruiter Interview Questions To Ask (With Example Answers)

5. Hiring

Now that you have all the information you need, revisit the specifications you laid out during the preparation phase and select the best candidate for the job. Once you have done this, contact them and inform them of your decision. While you can offer them the job over the phone, send an official job offer letter with details such as pay, number of hours and the specific duties that come with the job. Consider handling this stage carefully and preparing well in advance, as it may involve negotiating some parts of the job contract.

6. Onboarding

The last and one of the most critical steps in the end-to-end recruiting process is the onboarding of your new employee. This involves introducing the new hire to the team and scheduling them for orientation and training programs. You want to welcome them into the organization and make them feel like a full member of the team. The goal is to make sure the new employee learns about your company and stays long term. Make sure your new hire knows you're available to answer questions and help them transition to their new role.

Related: How to Onboard New Employees (With Tips and Strategies)

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Tips for recruiting successfully

Here are a few tips for hiring candidates successfully:

Write an exceptional job description

With a job description that gets their attention, you'll be able to attract more candidates. Explain why your organization is an excellent place to work. Include information on the company's culture, mission, beliefs and perks and benefits.

Respond quickly to candidates

Candidates are likely to be interested in working for an organization that values their time. Try to respond to candidates as quickly as possible during the hiring process. People apply for multiple jobs, so it's essential that your organization extends a job offer before others.

Keep in mind the significance of proper onboarding

The recruiting process continues until the onboarding process is complete. This is your opportunity to create a good impression on a new hire and encourage them to stay with the organization. Offer them support and advice, and make them feel welcome.

Related: 9 Onboarding Best Practices to Increase Work Productivity

Include current employees in the recruitment process

Someone who already works in the same or similar capacity can sometimes be the best person to interview a candidate during full cycle recruiting. This person already knows what it takes to succeed in the role and can confirm whether candidates have the skills and experience. Current employees can also provide an accurate picture of day-to-day experiences and assist prospects in better understanding what to expect if recruited.

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