Is the Full Life Cycle Recruiting Right for You?

Is the Full Life Cycle Recruiting Right for You

There has been a significant shock in the availability of jobs and the demand for these jobs post Covid-19 in 2020. Economics of both developed and developing countries have been majorly impacted due to the demand and supply of labor. 

Because of these changes, the recruitment process has also transformed significantly. In each sector, the process of recruiting and onboarding has changed in multiple ways to overcome the challenges faced by the economic conditions. 

One such policy that has been adapted by many firms is the Full Life Cycle recruiting. In this article, we will explore the definition of full cycle recruitment, why it has been gaining so much popularity in the past few months and whether this strategy is right for your firm.  For more info visit: HR Services.

What Is Full Cycle Recruiting and How Does It Work?

Simply put, full life cycle recruiting refers to a recruitment strategy that involves all of the processes of finding the right talent for your organization from start to finish. This ranges from publishing a job posting to onboarding the new employee. 

In larger organizations, dedicated recruitment teams are created that devise a full life cycle recruiting plan and are responsible for executing this plan successfully. This success is measured through specific KPIs in order to ensure transparency and accuracy. In smaller firms, HR departments may devise full life cycle recruiting plans themselves. This can become much harder for smaller firms to execute successfully as they have to manage the rest of the HR tasks along with recruitment. Let’s take a deeper look at what this recruitment process entails.

What do the Three Phases of Recruitment include?

There are typically 3 main phases for full life cycle recruiting. They are listed as follows:

  1. Sourcing and Planning

This phase consists of analyzing the job requirements including skills and qualifications.  Recruiters actively search for potential candidates through various channels, including job boards, social media, employee referrals, and professional networks. Then an initial screening will be conducted to determine if the basic qualifications of the candidates are met. Nowadays, many recruiters are opting for AI chatbots in order to increase the efficiency of this process. Finally interviews will be scheduled and prepared for the next phase. 

  1. Selection and Interviewing

In this phase, recruiters will conduct in-depth interviews and background checks to determine and verify the candidate’s qualifications and whether they will be the right fit for your organization. If the candidates are suitable for the position, the recruiters will then send out emails for job offers and any negotiations for salaries and benefits.

  1. Onboarding and closing

This is the third and final stage of the full cycle recruiting process. Once a candidate has accepted the job offer, the recruiters will ensure a smooth onboarding process for the candidate. This will involve documentation, orientation sessions and post-orientation feedback evaluation. 

A Comprehensive Overview of The End to End Recruitment Process

The full life cycle recruiting process can have various benefits for the organization as well as the candiate. Firstly, from the firm’s perspective, this strategy has proven to be very efficient. This is because one person or a single team is dedicated to this process which can allow them to streamline it effectively. The team has full control over the entire process and can move at its own pace. This efficiency also reduces time to hire, because the chances of delays are lowered. Consequently, this leads to lower hiring costs for your firm, as the time it takes to fill in a position is decreased profoundly.

Full life cycle recruiting can also lead to better quality talent. This is because recruiters are aiming for a more personalized experience for the candidate and are consistently focused on acquiring the best talent. From a candidate’s perspective, this process can leave a positive lasting impression that the firm is dedicated to reaching out to potential candidates in a timely manner. This can also cause an increase in the retention rate, which is a win-win for both parties. 

The Role of a Full Desk Recruiter in the Hiring Process

A full desk recruiter is responsible for handling the operations of both sides of the desk. This means that your role will include finding the right candidates for your organization, and finding the right jobs as well. These jobs are referred to as clients who require employees for their tasks. This role requires knowledge and experience in the field of sales, business development and Human Resources. The role consists of managing portfolios and resumes of clients and candidates, interviewing candidates, analyzing their clients’ objectives and recruiting. Recruiting the right employee that aligns with their objectives. 

Is Full Life Cycle Recruiting the Right Approach for You?

For organizations, be it large-scale firms or small startups, the full cycle recruiting strategy is an excellent approach to streamline your hiring process. The benefits include increased accountability, better hire quality, lower hiring costs and overall higher efficiency. However the cons are that this type of recruiting process may not suit your needs. It will not suit if you require larger number of candidates. Since this process is typically handled by a single person, it can get very overwhelming and cumbersome. This can also increase the cost of recruiting as more recruiters will be required to carry out the process. 

Are you in search of a reliable partner to handle your recruitment process and needs efficiently and effectively? Look no further than Stravatek, a leading HR outsourcing company dedicated to providing tailored solutions that empower your organization to thrive.Our recruitment process is built on a foundation of precision, efficiency, and dedication. We take the time to understand your organization’s culture, values, and specific needs. From there, we leverage cutting-edge technology and industry insights to source, assess, and deliver candidates. Candidates who not only meet your qualifications but also align with your company’s vision and goals. Visit our website today or get in touch with us to learn more. Visit: HR Expert.

Stravatek was started in 2017 from Bahrain to simplify how companies can benefit from external professional business partners.

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