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.

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Step Two: Sourcing Candidates

There are two options to explore when sourcing candidates: internal and external. 

Internal sourcing:

• 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.

External sourcing:

• 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 se