Full-Cycle Recruiting Strategies

November 23, 2022
Devyn Mikell
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Full-cycle recruiting, also known as life-cycle recruiting, is a holistic approach to recruiting talent. It includes every stage of the hiring process — from planning to onboarding. In full-cycle recruiting, a single recruiter is responsible for most, if not all, stages of the recruiting process.

Who Uses Full-Cycle Recruiting?

Full-cycle recruiting can be used by companies of any size. However, the role tends to look different if it’s a one-person shop or a role that oversees the big picture for many recruiters; both need to see the impact of end-to-end hiring. Small and medium-sized companies who use full-cycle recruiting typically cannot spare the budget to hire extra recruiters to focus on a single stage of recruiting. Regardless of organization size, full-cycle recruiting offers quite a few benefits.

Benefits of Full-Cycle Recruiting

Here are the top three benefits of full-cycle recruiting:

  • Accountability - As a single person is in charge of the entire recruitment process, it’s incredibly easy to know who’s responsible for what. Plus, it cuts down on passing candidate information from desk to desk.
  • Candidate Experience - Providing a candidate with a unified voice and experience can create a more seamless hiring process.
  • Decreased time-to-hire - With a single recruiter dedicated to every stage of the recruiting process, your team can decrease their time-to-hire.

Strategy #1: Track Every Step

It’s important to map out your recruitment in stages. From planning to onboarding, this is the essence of full-cycle recruiting. Identify your KPIs and metrics for every stage to measure their effectiveness and look for improvements when possible. Measure how long it takes a candidate to go through each stage.

For example, the interview phase of recruiting is the biggest bottleneck for recruiting. According to Yello, recruiters spend two-thirds of their time on just interviews. This is no wonder as 67% of recruiters report that it takes at least 30 minutes to 2 hours to schedule a single interview.

Strategy #2: Clear Communication

Maintain a strong line of communication between your recruiters and your hiring managers. Although full-cycle recruiting calls for individuals to be responsible for nearly the entire recruitment process, it does not mean that team collaboration should suffer. Cooperation and clear expectations are necessary to guide any recruitment strategy.

The same can be said of your communication with your candidates. According to FinancesOnline, 52% of job hunters report the lack of response from an employer is their biggest frustration in an already stressful process. What’s more, 83% of candidates said the overall recruitment process would be improved if employers provided clear timelines.

Strategy #3: Improve Your Passive Recruiting

Passive recruiting is too often overlooked as a candidate-sourcing technique. More than 70% of the workforce is passive talent. That’s why you need to create a passive recruiting technique for your hiring process that is self-sustaining.

Asynchronous interviews are a perfect solution for this challenge. These interviews allow you to easily reach out to passive candidates and immediately interest them with an on-demand interview to approach on their own time.

Strategy #4: Cut Out Wasted Time

It’s important to ensure your hiring process is as efficient as possible. That means identifying your biggest time sinks and eliminating them in any way possible to reduce your time-to-hire. As we discussed, the biggest opportunities for time-savings are interviews and scheduling, as they’re the longest part of the hiring process.

Qualifi’s on-demand phone interview platform allows you to eliminate interview scheduling from the process entirely. On-demand interviews drastically reduce your time-to-hire and allow your team to reach more candidates in a shorter period of time.

To see how on-demand interviews can save time in your recruitment process time, check out how Qualifi saved Saint Agnes 80% of their time spent on phone screenings.

Which is better, phone interviews or video interviews? See how they compare.