If you are a business, you must understand that recruiting is not just about finding someone who is eligible and is looking for a job. It is an elaborate process that includes various steps. In the modern business landscape when marketing is getting complicated and organizations are expanding, it becomes a tedious job to recruit new people. This is why businesses now hire full lifecycle recruiters who are responsible for finding people that are a right fit for them.
Full lifecycle recruiting can be defined as a complete recruitment process where a recruiter is responsible for every step from accepting a job order to handing over chosen candidates to the client. In simple words, it is a multi-step process that is aimed at job placement. If you are a full lifecycle recruiter or are looking for one, here is your complete guide to understanding the process.
The first step of full lifecycle recruiting is getting a job order from the client. This includes receiving a complete job description and other requirements from your client so that you are clear what you are looking for. You might need to rewrite the job description if the essential requirements are missing from it. In this case, you need to sit with the client to get the required details as the beginning of the whole process is an important step.
2. Sourcing the candidates
The second step of the process requires you to find the candidates that might be looking for a job and match the eligibility criteria for the position that you are recruiting for. For sourcing the appropriate candidates, you have to look for them at more than one place. Some of the ways include using a recruitment software, looking for people on job boards, scouting the social media, and getting lists at job fairs. The idea is to not to limit your search to job portals but find people in as many places as possible.
Next step is to narrow down the list of candidates based on your requirements. This process is called screening and may comprise of some sub-processes. You need to filter out the unqualified candidates and pass along the people who can fit in the job. You need to pick up the candidates based on their resumes and qualifications.
Once screening is done, the selected candidates go through multiple rounds of interviews. These can be in written form or face-to-face. Sometimes there can also be phone interviews. Candidates are asked questions to determine whether they possess the right skills and if they will be able to adopt the organization’s culture.
5. Job offer
Once interviews are done, you will have a list of candidates who are fit for the job. The next step is to handover a job offer to each one of them. This step will also include sharing the terms and conditions of the job, salary offered, duties of the job, and other important details. You might have to negotiate a salary with the candidates too.
6. Placement of the candidate
The candidates who are willing to accept the job offer go through the placement process in the next step. To complete the recruitment process, placement is important. The candidates who decline the job offer are not considered in this step. As a full lifecycle recruiter, it is important for you to see the process through the last step. Most of the recruitment processes end here.
7. Getting the candidate onboard
Some recruiters go an extra mile and become the part of the process of getting the candidates onboard. A successful placement is one where the hired candidates want to stay with the company for a long time. Recruiters, as a part of the onboarding process, can answer the questions of the new hires and make sure they are comfortable.
Full lifecycle recruiting is being opted by growing businesses increasingly because it delivers brilliant results and is also cost-effective. Not only does it save time and efforts but also helps in hiring quality candidates. If you need more insights into the process, get in touch with MarkSpace Media today.