For each new employee, the hiring process begins with the first contact with the HR manager after web sourcing and ends with a successful start to work in the company. But the recruitment cycle itself is a broader phenomenon and includes some other stages.
The end-to-end recruiting process, as recruiters also call it, must be thought out and planned in detail so that both new people in the enterprise and the business itself only benefit from cooperation. Depending on the caliber of the company and its staff, it may be one headhunter or an entire HR department. Therefore, recruiting is impossible to imagine without an attentive and loyal recruiter.
The Recruiter’s Role in the Recruitment Process and Beyond
The long and often difficult process of finding and hiring new employees is often run by one person within the company. And that person is a recruiter. In modern realities, this profession has become more of an art than a boring routine. Recruiters must have the following minimum skills:
- openness and love for people
- flexibility and stress tolerance
- the ability to be an attentive listener
- time management
Even though hundreds of applications can go through recruiters, after some time, their experienced eye already knows how to quickly identify brilliant minds. More experienced recruiters may already have their own database of candidates for positions. Suppose they still have to turn to active or passive search for people for vacant positions. In that case, recruiters must show not only the talent to skillfully communicate but also match the apparent qualities of applicants with the company’s requirements.
A business needs to function in conditions where each employee is in their place, and there is no staff turnover. Although it is not always possible to predict how this or that person will behave, the task of recruiters is to select people as accurately as possible.
They should take into account existing business needs and gradually introduce candidates to the work responsibilities and values of the company, evaluating how they fit the company and vice versa. To ensure nothing is overlooked and to help recruiters successfully fill vacancies, the stages are distinguished in the full cycle of recruiting, which will be discussed further.
Hiring Stages That Are Usually Included in a Full Cycle
Of course, the hiring process is divided into stages for a reason. To begin with, the recruiter receives information that a certain position has become vacant or that due to the expansion of the company’s activities, its entry into new markets, and so on, new employees are needed. Then, recruiters study the vacancy from the inside to understand what kind of employee they are looking for. This stage is called preparatory.
That is, hiring specialists first learn all the details themselves and prepare the ground for expanding the team. It is quite possible that they will need advice from future direct supervisors of newcomers who will be able to most accurately and clearly formulate the necessary qualities of a specialist and specify the inner workings of the project.
The next stage that the recruiter conducts is sourcing. They must create and publish a vacancy announcement on popular and specialized portals. Again, it should be noted that recruiters should not only use good speech and logical posting structure but also in some cases create versions in different languages. One can always take help from talent acquisition consulting firms to streamline the sourcing process. How many recruiter skills have you already counted?
Wonder people, no more, no less. Of course, they don’t rely solely on incoming resumes of specialists, but they can also refer to an existing database of applicants with whom they have already crossed paths. This approach should soon begin to bear fruit, and it is time to move on to the third stage.
The screening process includes familiarizing the recruiter with all received CVs and checking them for compliance with the criteria of the initial job description. Recruiters also need to make sure that there has not been a change in the plans of pre-selected candidates, and if the person is still interested in the job, they can be sent a short test task or have a remote conversation. Such preselection steps help weed out irrelevant candidates and continue with no more than a dozen best of the best.
Dealing with candidates from the shortlist takes place at the selection stage. This is the stage where:
- the main interviews are planned and conducted
- applicants demonstrate their best side and self-presentation skills
- recruiters can also conduct applicants check from previous jobs and a comprehensive background check
After communicating with each candidate and getting a complete picture of each of them and their skills, only one person is approved for work. Of course, each of the candidates should receive feedback based on the results of the interview and understand why the decision was made.
When the choice is made, it’s time to move on to hiring directly. The future employee receives a long-awaited official job offer, which they carefully review and which, if necessary, can be amended. As soon as the document is signed and the date when the new employee begins their duties becomes known, one can say that the burden from the newcomer’s shoulders falls. But although everyone can now exhale with relief, to logically complete the recruiting process, one should not forget about the last important step.
You always have to get used to a new place, and in order for the first weeks of work of a specialist to go as smoothly as possible, recruiters should not leave newcomers alone with emerging questions and problems and conduct onboarding. This may include welcome get-togethers with colleagues, training, and familiarization with the culture of the enterprise. The excitement of a person’s arrival at a new job should by no means be overshadowed by disappointment and the feeling that they are left alone.
Why Full Cycle Recruiting Is So Good for Job Seekers and Companies
Full cycle recruitment means that a specialist will interact with a potential candidate until they are hired and even after that and that the recruitment process in the company is treated very carefully. If there are many vacancies and they have different specifications, say, IT, design, finance, and support, the company will most likely have several recruiters for each direction.
Many people can stay in one job for years simply because they remember how stressful the process of finding a new job can be. Although it sounds like something very lengthy, a full recruiting cycle actually helps both recruiters and applicants do things in a more measured and efficient way for each party. In this context, the recruiter becomes a partner of the applicant, ready to answer all their questions and clarify some information if necessary.
Jonathon Spire
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