Is your organization making the most of its recruiting capabilities with a full life cycle recruiting process? Full cycle recruiting approaches the recruiting process with efficiency and accountability, making the candidate’s experience more positive. The recruiting process breaks down into six steps to provide an apply-to-hire recruiting pipeline that satisfies your organization’s goals and candidates’ expectations.
In recent years, resignations from industries across the globe have increased significantly, with nearly 50% of employees citing career change as their reason for resigning. This trend has led to a competitive environment to retain, attract, and hire talent. While we see this trend changing, small and medium-sized businesses cannot afford to let talent wait.
The full life cycle recruiting process can help your organization quickly fill vacant positions with quality hires. This blog will briefly guide you through the full cycle recruiting process and explain how it can help your organization find and keep talent. We’ll discuss the screening process of full cycle recruiting in detail, breaking down the benefits and challenges of screening candidates.
What is full cycle recruiting?
Before we dive into the sourcing stage of the process, let’s take a quick look at the stages of full life cycle recruiting. Full life cycle recruiting is a holistic solution that can empower small to medium-sized businesses to hire quality talent without large recruitment teams. It can also make large recruiting teams lean and efficient.
Full cycle recruiting channels an organization’s recruiting capabilities into a process. It allows a single recruiter to facilitate the entire apply-to-hire recruiting cycle.
While organizations adapt the full cycle recruiting process to their needs, it takes place in 6 general recruiting process steps:
- Preparing: The full cycle recruiter works with the hiring manager to define the needs for the position. This process includes highlighting the problems the organization wants to address, the qualifications of an ideal applicant, and the job duties.
- Sourcing: The recruiter uses the job description and qualifications to create a list of candidates from a pool of applicants using job boards, social media, and other tools. Internal and passive candidates with the right qualifications can also be encouraged to apply.
- Screening: The recruiter reviews candidate resumes and applications from the sourcing step to eliminate unqualified candidates and offers a phone screen to assess candidates that make the cut.
- Selecting: The recruiter discusses candidates with the highest potential to succeed in the position with the hiring manager. The hiring manager or recruiter works with management to schedule interviews as a final assessment of the candidate for selection.
- Hiring: The recruiter sends a job offer to the preferred candidate, and finalizes background and reference checks, pay negotiations, and start dates.
- Onboarding: The recruiter or HR team will take the final step in the full cycle recruitment process. They arrange for the employee to arrive and meet with a point-of-contact to ensure the organization makes a good impression to keep the new hire long-term.
Why is full cycle recruiting critical to your organization’s success?
Full cycle recruiting improves the hiring and recruiting process for your candidates and organization. Since the candidate is speaking with one recruiter throughout the cycle, it creates a more personal experience and a seamless end-to-end process, which provides a good first impression.
When an organization empowers a single recruiter to lead the full cycle recruiting process, there are less questions about accountability. Organizations with a recruiting team can choose the recruiter most qualified for the process. The efficiency of full cycle recruiting helps you build a relationship with the best candidates before they receive an offer from a competing organization. It can also help your organization quickly fill roles with quality hires.
What is screening?
Screening is a crucial step in full life cycle recruiting. It allows the full cycle recruiter to determine if the candidate has the necessary qualifications to succeed in the role and will fit in with the company’s culture.
Screening begins with the recruiter reviewing the candidate’s resume. If the candidate seems to be a strong fit, it can lead to a brief phone screen. If your organization is hiring candidates for a creative role, a video submission can give you a glimpse into the candidate’s personality and capabilities.
Many organizations rely on chatbots to automate the phone screen. Chatbots are programmed to conduct screenings without diverting recruitment resources, saving busy recruiters countless hours. They take the place of a human phone screen, and since chatbots do not work on a schedule, they offer more flexibility to candidates. Chatbots can lower your organization’s cost per hire and reduce the risk of frustrating valuable candidates by offering a brief and flexible screening option.
What are the advantages of screening candidates?
The primary advantage of screening in a full cycle recruitment process is to prevent unqualified candidates from advancing to selection, while identifying the ideal candidates. Your time and your organization’s resources are valuable, so don’t waste time interviewing unqualified candidates.
Screening also prevents unqualified candidates from becoming bad hires. Bad hires can cause damage to your company’s reputation, discourage other employees, and on average cost your organization an estimated 30% or more of the employee’s annual starting salary.
An intelligent screening process asks questions to build a profile for the candidate. It puts the best candidates first, making it easy for the hiring manager to endorse quality candidates to the management team. You can reflect on your screening questions and answers to refine your job description and sourcing to find a more relevant applicant pool.
What can make candidate screening challenging?
One of the primary challenges a full cycle recruiter must face during the screening process is streamlining the process to find talent faster than the competition. Automation technology can increase your screening efficiency considerably.
An applicant tracking system (ATS) can source candidates and build profiles to browse for the necessary qualifications and assist in filtering unqualified applicants. Chatbot and virtual screenings save recruiting resources and accommodate candidates by offering flexible scheduling.
While any organization would like to fill all open positions promptly, certain roles require special attention. Positions that need to be filled quickly can also disrupt your screening process and overall recruiting plan.
When you have hundreds of applications for a job posting, it can make the screening process frustrating and time-consuming. ATS solutions can assist in eliminating unqualified candidates by filtering resumes and applications that do not meet the needs of the job description.
An optimized screening process leads to hiring success
Screening is a crucial step in the full cycle recruiting process. Full cycle recruiting is an end-to-end process that ensures excellent candidates are hired quickly. When a recruiter is immersed in the full cycle recruiting process and works with assistance from technology, it creates an efficient end-to-end hiring process.
Comeet Hiring is an all-in-one recruiting solution for full cycle recruiters. Comeet Hiring can optimize your sourcing, streamline screening, and make decisions easier for your hiring manager. It helps you select the best candidates to fill your role and onboard hires in less time, saving money and resources. Schedule a demo with Comeet today.
