Job openings can cost companies an average of $500 a day.

By implementing a full-cycle recruiting strategy, companies can save money, improve recruiting quality, close communication gaps, and increase accountability in the recruiting process.

The full-cycle recruitment process is managed by a single full-cycle recruiter or full-cycle recruiting agency.

Full cycle recruitment process

Full cycle recruitment process

The full-cycle recruiting process consists of six stages: preparation, procurement, screening, selection, recruiting, and onboarding.


The first stage of the full-cycle recruitment process is the preparation stage. Recruiters will begin this phase by working with hiring managers to identify hiring needs and create personas — fictitious profiles of ideal candidates for your company.

In the next step in the preparation phase, recruiters and hiring managers will determine how much compensation the candidate will receive. This information will be used to create job postings that include an overview of roles, responsibilities, salary ranges, benefits, and information about the company.


Once personas and job postings are created, recruiters will use word-of-mouth, internal recruiting, employee referrals, social media, job boards, or career sites such as LinkedIn and Glassdoor to find candidates for ideal candidate roles.


After finding potential candidates, recruiters scrutinize applicants’ resumes and cover letters with the help of HR software. Recruiters will then conduct phone screening or on-demand interviews.

For most talent acquisition leaders, resume screening is the most time-consuming and challenging part of hiring.


After screening and screening candidates, recruiters will determine which candidate is the best fit for the role by conducting in-person or virtual interviews.

Recruiters ask candidates in-depth questions during face-to-face interviews to learn more about their professional background and qualifications. Recruiters may also have candidates complete a writing assignment or series of tasks to demonstrate that they are a good fit for the role.

Once recruiters have selected the best candidates, they will check the candidates’ reference letters or request a background check.


The recruiting stage is the most important stage in the entire process.

After selecting the best candidate for the position, the recruiter will contact the candidate with a formal job offer and may need to negotiate the terms of the job offer. Candidates may prefer to receive job offers from a full-cycle recruiter rather than a hiring manager, as the recruiter has been the candidate’s primary point of contact throughout the hiring process.


The final stage of the full-cycle recruitment process is the onboarding stage. During the onboarding stage of the process, employees are integrated into the company. Full-cycle recruiters will use a welcome orientation or introductory path to familiarize new hires with the company culture and team members.

1. Identify the ideal candidate for the position.

Candidate personas are descriptions of ideal applicants. Creating candidate personas will help your recruiters select the best applicants for the role by honing in on the criteria an ideal candidate should meet.

To create a persona, start by asking yourself questions about your ideal candidate to determine their skills, qualifications, experience, education, and background. For example, what industry are they currently in? Are they in the position you are hiring for? What are their career goals? What kind of work environment do they thrive in?

Once you’ve answered these questions, interview your business manager who will oversee your ideal candidate and ask about skills that will help employees thrive in the role. Use your manager’s advice to help shape your ideal candidate’s role.

2. Look for potential candidates.

Create ads for job seekers who fit your ideal candidate role. Advertise to social media sites and job boards such as LinkedIn, Facebook and Glassdoor to attract potential candidates who are looking for new positions.

You can also use promotions and transfers to recruit existing employees who may be eligible for the role. Internal recruiting can help your company reduce onboarding time, improve morale, and save time and money.

3. Review the candidate’s resume and cover letter.

Use Applicant Tracking Software (ATS) to scan applicants’ resumes and cover letters for criteria that match your ideal candidate’s role, such as education, years of experience, and previous positions.

If you’re manually reviewing resumes and cover letters, scan each resume for keywords that match open positions. Next, divide them into 3 categories: resumes that don’t meet the job’s criteria, resumes that meet some of the criteria, and resumes that meet all of the criteria. Double-check resumes in each category.

Shortlist candidates who are closest to your company’s ideal candidate roles.

4. In-person or virtual interviews with shortlisted candidates.

Interviewing shortlisted candidates can help you find the best candidates for the job. By interviewing candidates, you can learn more about their experience and qualifications, their potential to integrate into the company culture, and their soft skills, such as their performance under pressure.

Conducting standardized interviews can also help you view candidates objectively and prevent bias in the hiring process.

5. Contact the best candidates and offer formal job offers.

After conducting an interview, offer the best candidate a formal job offer. Indeed recommends contacting candidates by phone on the day of the final interview or within one day of the decision.

Benefits of Full Cycle Recruiting

Full-cycle recruiting improves the efficiency of the recruiting process in five key ways:

faster recruitment

The full-cycle recruitment process reduces recruitment time and makes the recruitment process more efficient. Time to hire is a measure of the time between when a candidate enters the pipeline and when they are formally hired. Shortening the hiring time reduces the risk of a company losing high-quality candidates who may be interviewing at other companies at the same time.

Streamlining strategy

Using a full-cycle recruiting strategy can simplify the recruiting process. It eliminates delays caused by communication gaps because the process is handled by a single recruiter or agency, who can build a simple strategy and follow through.

Improve recruitment quality

Hiring quality measures the contribution of new hires to the overall success of the company. Improving the quality of hiring can increase employee engagement, increase job satisfaction and productivity levels, and reduce turnover costs.

Full-cycle recruiters implement a more personalized and thorough process than traditional recruiters. Therefore, full-cycle recruiting improves the quality of recruiting by accurately identifying the best candidates for the position.

strengthen accountability

Because one person manages the full cycle of the entire recruiting process, all successes and failures of the process are their responsibility. Recruiters benefit from this responsibility because they can’t lose candidates because of someone else’s mistake.

improve communication

In full-cycle recruiting, the candidate is in constant communication with one person throughout the hiring process. As such, the process alleviates any possible concerns candidates may have about delays caused by miscommunication between recruiters.

Full Cycle Recruitment Process Results

A well-executed full-cycle recruiting process will make employees feel ready on day one. It’s all thanks to full-cycle recruiters who guide them through the hiring process, maintain communication, and provide the necessary information about the position and company.

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