Full cycle recruitment, or full life-cycle recruiting, is the process a recruiter uses when placing a candidate. The process begins when the job order is taken and ends after the new hire begins his new position. More companies are requiring full cycle recruiting as it lowers turnover and reduces the cost of hires.​ Recruiters employed by a staffing company may include client acquisition in the recruiting life cycle, while recruiters working in a human resource department typically begin the life cycle when writing a job description.

1. FULL CYCLE RECRUITMENT
TALE ASHA

2. Recruitment
• The process of finding and hiring the best-qualified candidate (from within
or outside of an organization) for a job opening, in a timely and cost
effective manner. The recruitment process includes analyzing the
requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the
organization.

3. Recruiting v/s Staffing
• Recruitment is the process of attracting the suitably qualified set of people
to apply for a particular position in an organization while staffing involves
selecting, deploying, and retaining the employees within the organization.
• Staffing begins with the individuals’ entry to the organization and continues
throughout the process until the employee leaves the company. However,
recruitment is done at the initial stage of staffing.
• Recruitment can be performed through internal sources as well as through
external sources, and staffing is primarily an internal process.

4. What Is Full Cycle Recruitment?
• Full cycle recruitment, or full life-cycle recruiting, is the process a recruiter
uses when placing a candidate. The process begins when the job order is
taken and ends after the new hire begins his new position. More companies
are requiring full cycle recruiting as it lowers turnover and reduces the cost
of hires.
• Recruiters employed by a staffing company may include client acquisition in
the recruiting life cycle, while recruiters working in a human resource
department typically begin the life cycle when writing a job description.

5. FLOW CHART :
Identifying
client needs
Talent search
Talent
Selection
Presenting
shortlist
Interviews with
employer:
Placement:
Post placement
follow-up:

6. Identifying Client Needs
• Requisition request is Sent from the client
• Preparing , Analysing & understanding the
requirement.
• Have a deep understanding of every industry
you serve

7. Talent search & Selection
Sourcing & Screening :
• Prepare a Boolean String & apply the string in
the given resources
• Phone screen potential candidates
• Technical Evaluation

8. Presenting
shortlist
• Develop a candidate
profile & share to the
candidate
• After taking the
approval from the
candidate & then share
the profile to the client

9. Interviews with Client
• Client Shortlisting
• Interview procedure (Phone/In-person/skype)

10. Placement & Pre-
hiring process
• Extend an Offer letter to the
candidate
• Onboarding & screening,
DT ,MVR Etc
• Once candidate clears the pre-
hiring process
• Request for start details to the
client
• Provide the start details to the
candidate

11. Post placement follow-up
• Candidate Joins the project
• Explain regarding Timesheets & Payroll Procedure to the
candidate
• Be in touch with the candidate to ensure everything is
working out in the job
• If they have any problem & question ,try to contact the
concern POC & get them resolved
• If the candidate leaves the job , try to know the reason for
leaving the job and be in touch with the candidate

12. Hyperlink
• PDF
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