6 Steps to Master Full Life Cycle Recruiting

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The entire process and the steps taken to hire a new worker is known as life cycle recruiting. It is also known as 360 recruitment. This process is completed in six significant steps. Each step is further divided into other small steps, and many tasks are associated with each step.

  1. Preparation:

Preparation is the most crucial step of full life cycle recruiting. A lot of basic work starts in this step. Before beginning the recruitment, you might want to determine the recruitment metrics measured by your team. Then after that, define the candidate persona and then write the job description for the candidates.

  • Sourcing

After figuring out what your candidate persona is, the phase of sourcing starts. First, find out your candidate’s sourcing strategy. Then, try finding resources through the web by searching candidates of specific backgrounds and other portfolio webs. You can use social media to find information about the candidate. Internal and direct sourcing could also help you find the perfect candidate you are looking for. You could have already known that person.

  • Screening:

After you have selected qualified candidates, the next step would be to cut those names down after looking at their resumes, portfolios, and applications. Choose those candidates who you think would be perfect for performing the job. Also, check their qualifications and experience and select the best ones who would be the most suitable. Those who are shortlisted they make it to the interview.

  • Selecting:

After all these steps, what you have is the cream of the crop. Sometimes it is challenging to select the perfect candidate, but it makes things easier for the future, not only in the present moment. It is important to choose the candidate who would meet your current needs and will also prove helpful in the future. It would be best if you informed them about the interview a while before so they would be mentally prepared on the day of the interview, and in that case, they will give their best performance.

  • Hiring:

In this phase, you will be giving the job offer, and if the person accepts it, you will negotiate to make a contract entirely accepted by both parties. Sometimes, the individual does not say yes to the offer on the spot, and this is where negotiation plays its role.

  • Onboarding:

This process does not end when the candidate says yes to the job offer. It is better not to have a delay between recruitment and onboarding. Introduce the candidate to the new job environment and introduce him to the colleagues. Check up on them often so that you know if they have any problems and what you can do to solve them.

If you are a part of a small firm, then it’s essential to follow the steps to hire a candidate because it would save time and decrease the amount of money you spend on hiring new employees.