Full Cycle Recruiting

Key Takeaways:

  • Full cycle recruiting – the end-to-end process of recruiting, begins with identifying the need for talent and ends with bringing the right talent on board.
  • A full-cycle recruitment strategy includes having a wealth of experience and expertise, using standardized processes, having role clarity, and leveraging technology. All of which aids in hiring the right candidates.
  • The full-cycle recruitment process starts with workforce planning, followed by sourcing, all the way through to selecting the right fit after screening and interviewing, and ends with onboarding.

Full-cycle recruiting is an enormous undertaking that involves hiring from beginning to end. All phases of the hiring process are managed by the full-cycle recruiter. The terms full-cycle recruitment, full-life cycle recruitment, and end-to-end recruiting are also used to describe this process. It refers to the holistic recruitment process in which the full-cycle recruiter is responsible for each stage of the recruitment process.

The majority of full-cycle recruiters work for small-to midsize companies. However, major organizations have specialists assigned to each stage of the hiring process. Each stage of the hiring process has its own team or experts, such as a talent source, an expert scheduler, etc.

The full-cycle recruiter, on the other hand, is a multi-tasker with several different responsibilities. The full cycle hiring process is divided into six basic steps. And one advantage of a full-cycle recruiter is that they are knowledgeable about the end-to-end procedure that drives efficiency and can assist candidates in having a consistent experience throughout the process.

Full-Cycle Recruitment Strategy

As a full-cycle recruiter, you must be up for the challenge, well-equipped, rigorous and have top-notch organizational skills. You have to be a multi-tasker as you will be handling different stages of the recruitment process. A lack of the aforementioned skills will result in a failure to meet the expectations of your client or the organization for which you work.

Standardized Processes:

Inconsistencies in the hiring process can lead to mistakes in recruiting. Standardizing procedures reduces the likelihood of unsuccessful recruiting decisions.

Role Clarity:

A poor understanding of the competencies necessary for a job role may result in passing over the best candidate. As a result, in order to fully comprehend the role’s requirements, you must interact with managers and department leaders.


Technology makes you more efficient and productive. There are different tools that each stage of the recruitment process needs. According to the Academy to Innovate HR, Texito or Gender Decoder can help you write inclusive job descriptions. Hiretual can help you meet your sourcing needs, and Calendly or Goodtime can help you with scheduling interviews.

For screening candidates, Checkmate is a software that helps you with background and reference checks. And finally, Trello and Appical are tools used for onboarding. Technology tools support you all the way to accomplishing a lot more in a short amount of time.

Full Cycle Recruitment Process

Attracting Candidates


This involves identifying your business needs and the talents that will be needed to achieve them. This stage is requisite to attracting and retaining the strategic talents needed to advance your organizational goals. Activities in this stage includes:

  • Identifying strategic goals that needs Re-evaluating.
  • Job descriptions and analyzing job performances creation of a comprehensive job description in light of gaps identified during reevaluation. Using data tools to analyze retention and employee turnover rates.
  • Developing talents within the organization.

Today’s world of work is a war for talent. The process of finding great talents is getting stiffer. The sourcing stage involves looking for candidates to fill the job openings in the organization. A good practice is not waiting until job positions are vacant before seeking candidates, hence the need for developing a talent pipeline all year round. Places where candidates can be sourced for include searching online profiles and reaching out to them; posting on social media about job openings in the organization; giving chances to in-house employees to take over new roles; hence creating room for career advancements and referrals.


The screening stage takes longer than the other stages. It may seem like a herculean task to select from a very large pool of candidates. However, that time is necessary to take care to select from the pool of candidates only those who will become the best fit for the role or roles in the organization.


Afterwards, the candidates who meet the predetermined criteria move to the next stage of the screening exercise, where interviews are conducted. Many applicants lie on their resume. Utilizing phone interviews will give you more insight into the candidate and provide information that may further present the candidate as a good fit or one that is unqualified. Furthermore, the phone interview will reveal if the paper description of their skills and experience is actually true before they can move to the next stage. The face-to-face interview is the final stage of the screening process.

To increase efficiency at the start of the screening process, use AI tools to ask questions at the point of the candidate’s application process. Candidates that do not meet the basic qualifications will be automatically screened out. The final stage of the selection process will involve the use of certain tools and skills to choose the best fit from the pool of finalists. Tools that will aid this process include personality tests and questionnaires, role-playing tests, sample projects, and skills tests.


Making the Offer

At this stage, the full-cycle recruiter negotiates a contract that is competitive, aligns with business goals, and meets candidates’ expectations. The goal at this stage is to strike a balance between the organization’s needs and those of the candidates.


The onboarding process is where the candidate is welcomed into the organization. It is expected that a good full-cycle recruiter will facilitate this process, making the organization prepare for this stage because this is the first engagement a candidate will have as a new employee in the organization.

Full Cycle Recruitment Jobs

To land full cycle recruitment jobs, a bachelor’s degree is required. The ability to conduct and handle many types of interviews is a necessary skill to have. Being knowledgeable in technology tools, the recruitment process and use of databases are also important. Soft skills like interpersonal skills and decision-making skills are also a must have.

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