What is Full Life Cycle Recruiting and Why Does It Matter?

What’s full life cycle recruiting?

Full life cycle recruiting is used to describe the complete process of recruitment from beginning to end.

Full life cycle recruiting is also known as:

  • Full cycle staffing.
  • 360 recruitment cycle.
  • Full cycle recruitment.

There are different stages of the full life cycle recruiting process and they important for hiring quality employees, quickly.

Here are the steps you need to take to fulfill each stage:

1. Assess your hiring requirements

This first step involves working closely with hiring managers to find out what requirements are necessary for the vacant position. You will need to compile a list of ‘must have’ and ‘nice to have’ qualifications and experience. On these lists, include characteristics such as work experience, skills and education. After you have defined this requirement, the recruiter can then create a job description to attract the best candidates.

2. Track the right metrics

Although there are a lot of metrics that can be tracked in terms of recruitment, you need to focus on the ones that are the most important for your company and have the biggest impact. To continuously improve your full life cycle recruitment process, determine the metrics you will set and analyze before you start.

Some of the most important recruitment metrics to be analyzed include:

3.    Use the best recruiting tools

Smart hiring means using the best tools to improve your recruitment metrics. Irrespective of the size of your business, you should make the best use of modern hiring software to facilitate the full life cycle recruiting.

Efficient and modern recruiting tools, like Fountain, help you to automate repetitive tasks as well as keep in touch with all of your candidates, irrespective of how many there are. The best recruitment tool should also be mobile-first to give candidates a better experience.

Essential features of the best recruiting tools include:

  • Integration with third-party recruitment vendors.
  • Advanced analytics.
  • Scheduling toolkit for interviews.

All of these features and more come as standard with Fountain. Check out our features page here.

4. Describe the ideal candidate

In order to write a good job description to attract the right people, you must define a candidate persona to know exactly what you’re looking for. Even with an Applicant Tracking System (ATS) to automatically filter resumes, you still want to make your candidate persona as precise as possible to engage the right candidates. When creating your candidate persona, ensure that you use data from previous recruiting drives. Also make sure that the buyer persona is detailed down to the minutiae, so you will know when you receive the right resumes.

5. Write a good job description

After you have created your candidate persona, you can start writing a job description. You can streamline this process by using a template with traits that are similar to most jobs. We have developed job description templates for some of the most common jobs such as baristas, delivery drivers, customer service agents and electricians. This takes the hard work out of building a job description from scratch. You can either use the job description as-is or you can include information that is unique to your business.

Click here to use our simple job descriptions to find your right candidate.

6. Work out your sourcing strategy

When you know all the characteristics of your ideal candidate and your job description has been tailored to attract them, you now need to figure out the best ways to source them. There are many ways to source the ideal candidate – for example, free job boards, paid platforms, employee referral programs and even social recruiting.

7. Select a shortlist

Once you have placed your job listing on the relevant platforms and resumes start coming in, you need to have a way to review and screen these resumes. Using an applicant tracking system (ATS), you can screen the resumes in relation to the different skills and experience that are necessary. After the ATS has screened the resumes, the hiring manager or the recruiter now reviews the resumes against the job description and they decide whether the candidates will move forward to a shortlist or whether they will be rejected from the process.

At this stage of the full life cycle recruiting process, you should have a way to communicate with all your applicants, whether they are successful or not. Neglecting to communicate with unsuccessful applicants leaves a very negative image of your business. The people who have applied could go to job review sites, like Glassdoor, to talk about their experiences. This may deter people from applying in future.

Therefore, you need to use a tool, like Fountain, to automate communication with all applicants. This was done for The Turas Group who were able to communicate with thousands of applicants using Fountain’s automated SMS service.

Read the case study about the positive difference that Fountain made to the Turas Group’s full life cycle recruiting process here.

8. Screen candidates

After you have made the shortlist, it is time to pre-screen the candidates. Some recruiters use phone interviews before going on to arrange in-person interviews. Other companies may have multiple rounds of interviews. As much as possible, to save on hiring managers’ time, you should use the best employment pre-screening methods possible.

With Fountain’s video interviewing, you can find out more about your candidate by asking them to record a video within the app. Review this video to determine things like body language, communication and eye contact. This video interview does not have to be long. You can simply ask two or three questions and see how they answer. You can also use Fountain’s video interview feature to find out whether the candidates’ answers match up with their resume.

9. Make preparations for the interview

After the screening process is complete, this part of the full life cycle recruiting process is where you get to interact with your candidates by arranging face-to-face interviews. These can be quite stressful because candidates get nervous and hiring managers can become overwhelmed, especially if they have a lot of interviews to arrange.

With Fountain, our interviewing schedule toolkit takes the stress out of arranging interviews and also reduces the time it takes to get the ideal candidates in for a face-to-face interview. Candidates who are qualified will get SMS messages and emails with links to the interview details. The timeslots will be automatically updated on yours and all the relevant managers’ calendars. When a candidate chooses a time, they will get an SMS message confirming the interview and it is as simple as that.

10. Make offers

When the hiring managers have made a decision, the company can make a provisional offer subject to the candidate passing background checks. To make carrying out background checks easier, Fountain integrates with the background check software Checkr to streamline the whole process.

This means that you will not have to complete another part of the recruitment life cycle separately since this is synched directly with Fountain. After you have made the offer, there may be negotiation concerning issues, like salary. You need to have a salary ceiling in mind, so that you will know what is acceptable and what is not.

11. Onboard new hires

Once the background checks have come out satisfactorily and the candidates have accepted the offer, the last thing you need to do is onboard your new hires. This stage is critical and should not be overlooked. With Fountain, onboarding new hires is simple because you can send and receive documentation online. This enables the new hire to be familiar with your company and their policies.

Why full life cycle recruiting matters

As you can see, there are several stages to the full life cycle recruiting process. These need to be completed because it has a number of benefits for businesses. Full life cycle recruiting matters because it streamlines the hiring process.

When you have a strategy around the hiring process, the recruiter can exercise more control about how they go about sourcing, recruiting, hiring and onboarding the right candidates. This enables your company to have more success as they follow this process. This also enables the recruiter to move quickly since they have a proven system.

Here are some benefits of the full life cycle recruitment process:

More accountability

Because there are so many parts involved in full life cycle recruiting, different aspects can drop off. With full life cycle recruiting, all the processes are detailed with owners for each stage. Therefore, everyone knows what they are responsible for. If there is a blockage, people will know what changes need to be done. A clear strategy with different owners from start to finish helps to create a better recruitment process. In order to determine where the blockages are, the tool that you use for your full life cycle recruiting should have advanced analytics to show where the recruitment process is falling down.

Fountain’s analytics gives insights into different aspects of the recruitment process, such as:

  • Applicant conversion.
  • Interview attendance.
  • Team performance.
  • Stage metrics.
  • Drop off insights.
  • Hire rates.

Decrease the time to fill

Another reason why full life cycle recruiting matters is that it reduces one of the most important metrics in the recruitment process, which is time to fill or time to hire. When using full life cycle recruiting, it allows your job postings to reach more qualified applicants. Therefore, this ensures that the right people apply and so it is likely that you will be able to get the right candidate the first time round without spending extra resources and money to go through another round of sourcing.

Improve the candidate experience

Candidates’ experience is a major factor in recruiting. Given the low unemployment rate, candidates are searching for the best experience to determine whether they should continue with their application. Your branding extends to how you handle the recruiting process. Ideally, you should communicate with candidates, no matter what stage they are at, to ensure that each candidate is treated with respect.

Get better recruiting and business results

Full life cycle recruiting has the benefit of allowing you to improve your recruiting strategy. As well as improving the candidate experience, it decreases the time to fill and gives you a better quality of hire. This means that your company will not only have better metrics around recruiting, but will also have a higher productivity and staff morale. This is because a lower time to fill means that current employees will not be drafted in to fill vacant posts for too long.

Increases the quality of hire

Full life cycle recruiting matters because, as well as hiring quickly, you also need to recruit the best candidates. Finding the right candidates will ensure they fit in with the team and they are less likely to leave the job early. This will result in you needing to start the recruiting process all over again. The more quality hires you make, the more business success you will experience.

Conclusion

The full life cycle recruiting process is important for every business. There are so many moving parts in this process. It is important to note that they can be tweaked to suit your company’s recruitment needs. The most important thing is that the process is made into a strategy that anyone can follow.

One of the most important aspects of full life cycle recruiting is the tools you use.

Sign up today (no credit card required) for a free 14-day trial to find out how Fountain facilitates the life cycle recruiting process by ensuring you have all you need, for end-to-end and efficient recruiting.

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