An end-to-end recruiting process, also referred to as “full cycle,” encompasses the complete recruiting process from conception to execution. Successful on-boarding is the end goal. When human resource departments and recruiting consultants take the end-to-end approach, companies are more likely to place the right people.
Here are six steps to create an effective turn-key recruitment process.
Step One: Preparation & Planning
A full cycle recruiting strategy requires that you take time to create a candidate persona and job description.
Your candidate persona should represent the ideal candidate for the job. Document the traits, skills and other characteristics that align with the position you're seeking to fill. This persona will guide your whole recruitment process, so take the necessary time to fully build out the profile.
Next, write a job description that will attract that persona. Your job description shouldn’t be a laundry list of job requirements. Make people want to apply. Talk about salary range, benefits, perks, and corporate culture and values.
Step Two: Sourcing Candidates
There are two options to explore when sourcing candidates: internal and external.
- Internal recruitment - the right person may already be an employee!
- Employee referral programs - a great fit may be a friend or former colleague of an employee.
- Passive candidates - these people aren’t actively seeking a job, but they could be an excellent fit for your business or your client’s job openings. Find them through networking, online research, or your employees.
- Social media - use paid and organic social media efforts to market your open position and engage both active and passive candidates.
- Job boards - get your job description in front of candidates who are scouring job boards like monster.com or indeed.com.
Step Three: Screening
Ready to narrow down those candidates you’ve sourced? You can either use a manual screening method leveraging resume parsing tools or streamline screening by leveraging an applicant tracking system (ATS) that includes automated screening.
While resume parsing tools can help you search resumes using phrases or keywords to find potential employees, you’re only searching the story that the candidate wants you to hear.
With an ATS, you can use data collection tools to augment the resume and provide critical insights into your applicants' personalities.
Step Four: Selecting
You’ve narrowed down your candidates, and it’s time to select the right person for the job. When selecting the ideal candidate, remember to:
- Ask some of the classic interview questions.
- Use a few unique hiring questions that offer insights into a candidate’s personality, motivations, or skills.
- Stay away from the “no-no” interview questions that could get your company or client in trouble.
Step Five: Hiring
When you find the right candidate, you can call the individual to extend the job offer. Be sure to follow up with a formal job offer letter or email that details duties, work schedule, start date, compensation, benefits, and other pertinent details.
Be prepared to negotiate if the person doesn’t accept your initial offer.
Step Six: Onboarding
This step is key when it comes to reducing turnover. Few things will scare off a new hire more than a lack of guidance and clarity on what he or she should be doing.
Create an onboarding plan for new employees. Be sure to include:
- Introductions to other team members.
- An orientation that covers corporate guidelines, values, and culture.
- A training schedule to help new staffers get acclimated and ready to succeed.
Streamline your end-to-end recruiting process
Everything that goes into an end-to-end recruiting process may sound time-consuming and costly, but the long-term ROI in hiring the right employees is undeniable. You just need to plan appropriately to strengthen your hiring process.
Selecting the right ATS can solve many of your recruiting challenges and streamline your recruiting process. Learn how the right platform can help your organization hire the best of the best: