The 6 Main Stages of Full Life-Cycle Recruiting

Companies are now undertaking a more comprehensive approach to talent recruitment. Most of the time, they need qualified employees to fill a vacancy or undertake new roles in the company. Businesses will invest large amounts of money in finding the most suitable candidate.

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In today’s world, a full-cycle recruiting approach is an ideal recruiting method for subject matter experts (SMEs) to hire. However, for larger corporations, the method works if the HR department controls all steps of the recruitment process. The HR manager can make the strategy more effective by examining the company’s recruitment process.

An Overview of the Recruitment Process

Whether a company is hiring one employee or hundreds, the HR department needs to actively undertake all the responsibilities. In a small company, there will be at least one person who handles the process. Midsize companies may have a team consisting of two to five members, and large organizations may have different members who take each step.

Let us dive into the main steps of the entire recruitment plan development process.

Stages in a Full Life-Cycle Recruitment Strategy

We can break down the talent recruitment process into seven stages. It starts as soon as you identify the roles and responsibilities to fill a business operations gap.

Preparation. No matter how confident a person is, he or she is destined to fail without a good plan. Before the HR department can start the recruitment process, it is very important to prepare and have some plans in advance.

A good plan identifies gaps and forecasts the future workforce needs. It should involve an assessment of the company’s needs and goals for the employment process. The process starts with a job description, which should offer a guideline to the character and personality of the ideal individual.

A company clearly understanding the job’s responsibilities and tasks is a good way to attract some unique abilities for the position. Indicate all the relevant requirements and qualifications for the position, and include the benefits that come with the role if the applicant gets recruited. Additionally, keep things simple.

Job posting. When the job description is ready, present it to interested and qualified individuals. As an HR officer, you need to identify the platforms that will help the company spread information about the vacancy. Choose the one that will reach out to many candidates.

Post the vacancy on the company’s digital media platforms, and include information about the brand and a brief history of the company, which helps potential candidates understand the workplace’s culture and encourages them to apply.

Job promotion. In order to find a suitable candidate, a company needs to allocate resources to the recruitment process. HR managers can choose to poach staff directly or assign them to someone else, which could include inbound and outbound strategies. The strategy is good enough to attract more people to apply.

Encourage your employees to share their connections, the aim of which is to get the best candidates to send in their applications and to develop the best shortlisted applicants.

Screening. As an HR officer conducting the recruitment process, make sure you go through all the applications. An extensive look at résumés and credentials will identify the most suitable candidates to continue the selection process. You can include some skills tests that will give you an idea of a candidate’s skills and competence in a working environment.

Applicants should be required to follow the instructions when applying. Noncompliance can lead to outright disqualification. Use a standard way of screening the materials throughout the process, and avoid being biased and favoring certain candidates.

Interviewing. When a candidate is selected, he or she should be invited for an interview. Due to the global coronavirus pandemic, you can choose an online interview to limit the risk of spreading the virus. Depending on the position’s significance, recruiters can choose the number of series in the interviewing process.

Interviews give the HR officer time to talk with an applicant and determine if the person is suitable for the position. It is an opportunity to know more about the candidate’s career growth and attitude in the workplace. During the interview, refer to the candidate’s résumé and job description.

Giving an offer. This is one of the most challenging parts when hiring new candidates. The recruiter may want to hire a candidate based on his or her performance during the interview. The department will give a job offer, and the candidate can negotiate if necessary. It should include all the benefits and remuneration packages. Once the selected candidate agrees to the terms and conditions, the person will move on to the next process of joining the team and improving his or her technical skills.

Onboarding. Onboarding is the final stage in the recruitment process and involves establishing a formal agreement with the hired individual. You can integrate new employees by giving them a tour of the company, which can help them become familiar with the environment and settle in while meeting other employees. After that, new employees will get relevant training on performing tasks and how to be accurate in their work. Assign them all the tools they will need, and ask the IT department to add them into the system and provide access rights.

HR officers need to explain and instill the company’s culture. The main aim is to guide them and welcome them to the team. Make sure to answer their questions and to address employee concerns.


Due to recruiting’s complex stages, it is vital to use technology to manage them. HR software for the recruitment process will keep records and track progress, and the work will become more comfortable as the system integrates all the steps. There will be no back-and-forth between stakeholders, and the applicants will benefit from using an online recruitment portal, as it is simple to use and saves progress through the application process.

Jakub Kubrynski is the CEO of DevSkiller, a developer screening and online interviews platform powered by RealLifeTesting. He’s an experienced Java developer and development manager, as well as an avid conference speaker and business-aware entrepreneur.