What Is Full-Cycle Recruiting?

Sometimes organizations face issues like low recruitment rates or a period of hiring under qualified or unsuitable candidates. When these issues happen consistently, it could point to a problem in the recruitment process.

But not all issues are as easy to resolve as modifying one step, such as the interview. Recruitment is a process that involves multiple working parts. So what’s a business to do?

Full-cycle recruiting describes the hiring process from start to finish. Otherwise known as full lifecycle or end-to-end recruiting, it differs from traditional recruiting. Full-cycle recruiting is under the management of one person instead of a team of human resource specialists.

This process benefits the recruiter, the candidate, and the organization. Let’s look at what full-cycle recruiting is, the benefits, and the steps involved.

Understanding Full-Cycle Recruiting

Full-cycle recruiting describes the recruitment process in its entirety. It benefits everyone involved by creating consistent candidate experiences across the board.

One single recruiter handles this process. They will conduct each stage of the hiring process, from sourcing to screening to interviewing to onboarding. These employees are called full-cycle recruiters.

Not all companies hire full-cycle recruiters. Bigger companies typically have a human resources team that delegates responsibilities. For example, one HR specialist will focus on the screening process while another person will focus on the onboarding process.

But for a small or medium-sized business, it’s often more manageable and financially practical to have a full-cycle recruiter who will take care of the whole process from top to bottom. Large organizations require several human resource specialists, whereas smaller firms do not since the hiring volume isn’t as big.

The Full Cycle Recruiting Process

The full-cycle recruiting process consists of the following six steps, which the recruiter oversees.

1. Preparing 

The preparation stage involves gathering information about the job opening. The full-cycle recruiter will work alongside the hiring manager to review the specific requirements for the position, including:

• Required skills
• Experience
• Personality
• Education
• Role in the team
• And more!

With this information in mind, the recruiter will create a job description to use internally. They’ll then write the job posting and share it on hiring platforms.

2. Sourcing

The next step in the full-cycle recruiting process is sourcing, which involves creating a list of potential candidates. If recruiters are filling a position for a hard-to-fill role, they’ll typically have to reach out to passive candidates or actively pursue workers who may not be looking for employment.

To do this, recruiters use sourcing tools to find candidates with relevant skills and experience. They’ll then reach out through email, text, or other channels. This process may even involve looking at previous applicants who may not have been the right fit at the time but now are.

3. Screening

When you have the list of potential candidates, it’s time to screen them individually via a phone call, video call, or resume review.

Many full-cycle recruiters will use chatbots to prescreen. Automation saves a lot of time, especially when dealing with several applicants. Phone or video call screenings can take anywhere from 15-30 minutes per candidate. Some recruiters prefer to use technology to help weed through applicants.

4. Selecting 

After the screening process, the recruiter will set up interviews with top candidates. The interview will consist of the applicant and the necessary decision-makers. The full cycle recruiter helps at this stage by providing structure and assisting the hiring managers in making an informed, consistent, compliant, and unbiased decision.

Recruiters can also conduct the interviews as long as they involve the hiring manager. They’ll also provide candidates with constructive feedback afterward.

5. Hiring 

Once the interview stage is complete, the full-cycle recruiter will decide on the candidate who is suitable for the position. This step may involve the hiring manager. The organization will draft an offer when they agree on the right candidate. From here, the recruiter will handle any negotiations, reference checks, background checks, and set a start day.

As you’ll note, the full-cycle recruiter handles all paperwork and logistics. They ensure the hiring process is smooth and vets the candidate before their start date.

6. Onboarding 

After completing the paperwork, the recruiter will walk the new employee through the onboarding process. They’ll engage with them to prevent them from reconsidering starting the new role. The goal is to have them show up on their first day, ready to engage in onboarding activities. The last thing you want is them joining a different company before their start date with your organization.

Preboarding can include any of the following:

• Sending the new hire an employee handbook
• Inviting them to team activities
• Sharing information on what they can expect on their first day
• Enjoying virtual coffee with them

Once the new hire makes it to their first day, it’s up to the organization to guide them. However, the full-cycle recruiter will likely continue to check in with the new employee occasionally. After all, they’ve built a solid relationship throughout the whole process. New hires will probably feel more comfortable sharing concerns with them during the first few days or weeks of work.

Why You Should Consider Full-Cycle Recruiting

There are several reasons you should consider full-cycle recruiting, the top ones being:

Positive Candidate Experiences 

Recruiters should always put their best foot forward and represent your organization well. Full-cycle recruiting offers consistent candidate experiences. Having one single person be the point of contact simplifies the recruiting process.

Candidates will appreciate knowing who to turn to when they have questions or concerns. For the recruiters, this allows them to build a strong relationship with the candidate and get to know them better.

Accountability

Likewise, if there is only one person in charge of the recruiting process, it will be evident who is responsible for the task, and there’s no need to delegate work.

Decreased Hiring Times

The time to hire takes into consideration the number of days the candidate applies for the given position to the moment they accept a job offer.

Full-cycle recruiting decreases hiring times because the same person is in charge of the entire process. It greatly reduces the chances of unnecessary delays or confusion.

Are There Any Downsides To Full Cycle Recruiting?

There are two main downfalls to full-cycle recruiting:

• A single person can only handle a certain number of candidates at once. This method is unsuitable for organizations requiring a large influx of new hires.
• The role demands several skills. There’s a reason why some organizations prefer to have several HR specialists. They want people that specialize in a particular aspect of the hiring process. Finding a full-cycle recruiter can often be difficult as this role demands many skills.

While there may be downsides to full-cycle recruiting, understand that there are skills recruiters use to streamline the process. These technologies can save them considerable time while moving the recruitment process forward.

Full Cycle Recruiting: Final Thoughts

Full-cycle recruiting helps build strong relationships with hiring managers and candidates. It streamlines the hiring process by having one person take care of the recruitment in its entirety, from preparing the job description to sourcing, screening, selecting, hiring, and onboarding.

Is this recruiting method right for you? There are still ways to simplify the recruitment process with ScoutLogic. Contact us today and save your full-cycle recruiter’s time on background checks, education verification, and more.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.