Full life cycle recruitment is the complete process by which employers source and acquire talent. It involves all the steps from identifying a need to onboarding a new employee.
The 7 stages of full life cycle recruitment are:
- Pre-recruitment planning
- Job description
- Sourcing
- Screening
- Interviewing
- Hiring
- Onboarding
- Pre-recruitment planning
The first stage of full life cycle recruitment is pre-recruitment planning. This is where you identify the need for a new hire, define the role, and create a job description.
It is important to carefully consider the skills and experience required for the role, as well as the company culture and values. The description of a job should be clear, and accurate. - Job description
The job description is a critical document in the recruitment process. It is the first impression that candidates will have of your company, so it is important to make sure it is well-written and informative.
The description of a job should have the following information:
- Job title
- Department
- Summary of the role
- Key Responsibilities
- Skills and experience required
- Education and training requirements
- Salary range
- Benefits
- Sourcing
Once you have a job description, you need to start sourcing candidates. This can be done through a variety of channels, such as online job boards, social media, and employee referrals.
It is important to use a variety of channels to reach a wide pool of candidates. You should also tailor your sourcing efforts to the specific role you are hiring for. - Screening
Once you have a pool of candidates, you need to start screening them. This involves reviewing their resumes and cover letters, as well as conducting phone interviews..
The goal of screening is to narrow down the pool of candidates to the most qualified ones. You should use a consistent set of criteria to evaluate all candidates, and you should document your screening decisions. - Interviewing
The next stage of the recruitment process is interviewing. This is where you get to know the candidates better and assess their fit for the role.
You should conduct a variety of interviews, such as behavioral, technical, and cultural fit interviews. You should also ask open-ended questions to get the candidates’ thinking. - Hiring
Once you have interviewed the candidates, you need to make a hiring decision. This is a critical decision, so you should take your time and weigh all the factors involved.
You should consider the candidates’ skills, experience, fit for the role, and cultural fit. You should also consider the feedback from the hiring team. - Onboarding
The final stage of full life cycle recruitment is onboarding. This is where you welcome the new hire to the company and help them get up to speed.
Onboarding should be a comprehensive process that includes introducing the new hire to the company culture, providing them with training, and helping them get settled in.
Conclusion :
Additional tips for effective full life cycle recruitment
- Use technology to automate and streamline the recruitment process.
- Partner with a recruiting agency to get help with sourcing and screening candidates.
- Get feedback from hiring managers and other team members throughout the process.
- Make sure the onboarding process is comprehensive and welcoming.
By following these 7 Stages of Full Life Cycle Recruitment, you can create a full life cycle recruitment process that is efficient, effective, and successful.