The Grueling Recruitment Life Cycle and why it’s Important

The Grueling Recruitment Life Cycle and why it’s Important

Staffing a business, if done correctly, is more than just accepting applications and running a few background checks. Several steps are put in place before a new hire is employed and assumes a position within a company.

The grueling recruitment life cycle can be exhausting for the human resource department and management involved in choosing the right candidate for a job. Too many turnovers can quickly wipe out a budget for payroll if not monitored properly with time and attention put into narrowing the pool of qualified candidates.

The primary purpose of the recruitment life cycle is to attract the best talent possible to seal an employment deal between the company and the new hires to the staff. It’s not an easy process and can become chaos if not handled through the proper chain of command.

There are standard steps involved in the recruitment process that firms take in finding the best candidates to choose from when the need for a new hire arrives. These are as follows:

Identify the position and the level of qualifications required:

The first phase of the life cycle is determining the need within a company for a new employee, the qualifications and skills the job specifies, and where the position fits into the beginning phase of the staffing goal.

Once the in-house human resource recruiter receives the notice that a position is available, the recruiter then meets with managers or supervisors of that department to gather information on what particular talent and qualification requirements to look for in applicants during the interviewing process.

Identifying the position and requirements is the first step that significant collaborations between human resources and management take in finding the best candidate.  Attributes required during this phase are:

  • Skills
  • Knowledge of the business
  • Experience
  • Education
  • Flexibility
  • Compensation

Sourcing to entice candidates

Before modern technology, a company typically relied on placing ads in the local newspaper and/or posting openings available on job boards when needing to fill a position. Today, all that has changed in that social media and recruitment websites shows dominance in the sourcing division.

There are two types of candidates  that recruiters look to when sourcing an opening within a company, these are:

  • Passive: A passive candidate is one that is not actively searching for a job opportunity. However, as reliable as this seem, an employee may not have in mind to change careers or consider a position other than the one they currently hold until notice of a new post is available.
  • Active: An active candidate is one who is searching the market for job openings. Employers will typically search potential candidate databases, post on job boards and inform managers or supervisors of the opportunity for the possibility of in-house recruitments.

Although these two are the most common candidates, there are some in human resource departments that feel both are irrelevant because either can change at any given moment with something as simple as a phone call presenting a better job opportunity than the one an individual has at the moment.

Screening potential candidates

The selection of potential candidates is the most time-consuming phase of the end to end recruitment life cycle. In this step, recruiters accept and review applications and resumes to determine which potential candidates possess the required qualifications and skills for the vacancy.

This step of the process typically ends with the applicant answering a few questions during a preliminary phone call to verify the information listed on applications and to confirm continued interest of the applicant.

Those candidates that successfully pass the initial screening will attend a face-to-face session to allow managers and recruiters the opportunity to learn more about the applicant’s qualifications as well as give the applicant the chance to ask any question he/she may have.

Narrowing down candidates in the selection stage

The life cycle of recruiting new employees is designed to make the final choice between candidates easier for recruiters. However, this is not always the case when several qualified candidates are brought in by sourcing.

Narrowing down candidates in the selection stage can be a difficult choice if more than one applicant displays the required qualifications for the job. The selection phase begins when those in charge of making the final selection narrows the options down to a few candidates.

Addition testing may be necessary to make the final decision. Often recruiters will use behavior tools to determine the final candidate. These consist of:

  • Situational and behavioral interviews
  • Panel interviews
  • Auditions
  • Portfolio reviews

Commonly, It is after these interviews that the best candidate for the job receives a recommendation from all parties involved.

Offering the job to the right candidate

Now that the final choice is determined, it is time to make a formal offer of employment to the chosen candidate. Often at this phase, negotiation will take place to seal the deal between the firm and its next employee.

These negotiations typically cover benefits such as:

  • Salary
  • Pay schedule
  • Health insurance coverage
  • Paid sick days
  • Paid holidays
  • Paid vacations
  • Employee investment accounts
  • Advancement opportunities
  • Family leave
  • Unpaid circumstances

Most companies make all these negotiations before the employee agrees to a work contract or accepting a position. The agreed terms are recorded and placed in the employee’s personnel file for future reference when needed.

On-boarding and training

The last phase is on-boarding and training of the new employee. The recruitment life cycle carries on until the new hire is officially on board and is ready for proper training. The most important steps made for a new hire to feel welcomed and secure in their choice in a company to grow with, is with the following:

  • Orientation of the business and the job rewarded
  • Training for the job
  • Introduction to co-workers and management

Conclusion

Once the on-boarding and training phase wraps up, the new staff member should be ready to engage in a rewarding long-lasting career. The full cycle recruiting process can indeed be a grueling experience for all parties involved. But, will the addition of a new, reliable employee for the firm, it is also a much needed and appreciated part of nurturing a successful business.

Even for owners of small enterprises, for peace of mind in hiring the best candidate for a job, following the steps of the recruitment life cycle is well worth the time and effort and is a proven method of reducing turnovers within a company, saving both time and money in the long run.