Full Cycle Recruiting: The Full Rundown of How To Hire Quickly [2023]

Maybe you're starting out your company and are outsourcing HR activities. Or you may have a complete and dedicated HR division. Either way, understanding what full cycle recruiting looks like and how it works is a key part of a successfully growing organization. Without working in this organized and systematic fashion, the recruitment process may end up slowing down. This will, in turn, give excellent potential candidates a poor overall experience. So it is essential to learn how to hire quickly.

What exactly is full cycle recruiting?

When you're searching to answer the question of how to hire quickly, then you need to have a systemic approach. That's where full cycle recruiting comes in and is a holistic approach to the recruitment process. It can be depicted by a hiring process flowchart that brings efficiency to the recruitment process.

Getting an HR recruiter who understands these six steps can have them manage the whole process. Ranging from developing the vacancy all the way to the offer letter and onboarding the candidate into the company.

It's an HR hiring process flowchart that's meant to work with both startups and established organizations. The only difference would be how many people will be involved. Either way, regardless of the size, one person should always be in charge and see the entire flow and activity. This helps to find any pain points and work to alleviate them.

What are the six steps in this Human Resources hiring process flowchart?

Preparing is one of the primary methods of how to hire quickly

This initiates and opens up the vacancy. This shouldn't be a process that is in a silo. From day one, there needs to be alignment between the HR generalist and the hiring manager. That means working together to build out the job description and what skills are needed. Also checking what the job market for that role looks like and coming up with a very rough timeframe of how long it will take.

Salary ranges need to be discussed, agreed upon, and approved by relevant parties. This is all so the HR generalist does not get to the final stages and finds a misunderstanding.

Sourcing

Once there's full confirmation on what type of candidate to look for, then the HR team or individual gets to work. This is a highly focused phase dedicated to placing job adverts in as many relevant channels as possible. It’s all about creating a wide net of potential candidates. These can come from online job boards such as LinkedIn, referrals, emails, and various other channels.

Anyone who may have sent an application to a similar position should also be added to the overall talent pool and reached out to. Part of this is to work at optimizing the pricing of ad spends and paying for platforms that make sense. A full-cycle recruiter will also implement other support tools to help with the later phases.

Screening is another essential in how to hire quickly

This phase is all about narrowing down the list built in the previous phase of the HR hiring process flowchart. Phone screens help to get more well-rounded answers. However, it's not always possible to be able to do that, depending on how many applicants there are. So instead, it's about finding potential candidates with the right qualifications and expectations for the position level and compensation. You can do this with a mix of chatbots and on-demand interviews to help push the candidates to the next stage.

This phase can be quite time-consuming, so make sure to have the right technical tools to screen through resumes and applications quickly, searching for the right parameters without having to do it manually.

Selecting

Now that the list of potential candidates has refinement, it's time to make a short list of candidates. Here we begin the formal interview process, where the hiring managers and other decision-makers will interview the candidate. Again, the question of how to expedite the interview process requires the HR professional in charge to ensure that scheduling and organization occur as optimally as possible.

You don’t want to break traction here, as you have been investing extensive efforts to reach this stage. Somewhere in this list is the candidate that is qualified for the position and the overall right fit. Keeping to a standard guideline here, even with a set of questions to ask, helps to build out a uniform interviewing process. This will give a consistent output with every candidate interviewed and keeps relevant to the questions asked.

Hiring

With the short list of candidates, the recruiter, following this correct hiring process steps flowchart, will liaise with the hiring manager and request them to decide on their top choice. With that, the full cycle recruiter will propose an offer, any negotiations and explanations of benefits and start dates, and complete the hiring process of the candidate. The same recruiter from step 1 is still handling the end-to-end process, and if the top candidate doesn't accept, the recruiter will simply go down to the next option on the list.

Onboarding

The final stage of the HR hiring process flowchart is also one of the most important. While a candidate catches a glimpse of the process through the recruitment aspect, once you hire them, and the onboarding process begins, then it starts to give them a feel of what the company is all about.

The HR recruiter ensures all the paperwork and new hire setup happens, from email and logins to payroll and benefits. It's a nice touchpoint to have that HR person be there from day one to greet the new employee and show them around. It's all about bringing that welcome and communicative action to the candidate. This will mean they are ready to work properly from day one.

Having the right type of HR specialist on board

Keep in mind that following this entire human resources hiring process flowchart requires certain capabilities that not everyone in the HR field is aware of. That’s why one of the cons of having this full cycle recruitment is having the right people to execute it. You need a suitable HR specialist or generalist who understands effective time management and organizational skills.

Knowing when enough sourcing has been done and how to effectively use the right tools to screen those candidates from sourcing is a key place where many tend to fall short. Then missing the preparation and onboarding as key parts of proper HR project management reduces the effectiveness of the diligent work done in the middle. Your HR generalist needs to have a variety of skills as well as be able to balance every part of the cycle.

This also needs to occur per job vacancy so as recruitment ramps up, so does the complexity and importance of the hiring process. Without the right type of management skills, it goes from how to hire quickly to how to hire at all. Part of this comes from continuous improvements, such as how to expedite the interview process.

Of course, breaking this down into more manageable pieces and having designated people for each role can help keep the process moving. Such as someone just building the talent pool, screening, recruiters, and an overall HR manager.

Always take the approach of a full-cycle recruitment strategy

Keep in mind that even with these supposed barriers or obstacles, they are just something that can be resolved and built up with a strong process. Every organization, from hiring candidate number 2 to number 2,000, should follow this lifecycle. This is because when it does run smoothly, there are so many benefits.

First, there's an excellent alignment between HR and all the hiring managers. Hiring managers know that their HR is dependable and start to gauge how long recruitment may take based on the types of candidates. This helps those managers better prepare resources and teams, as they can roughly estimate when they will have the new resources onboard.

With such a process improvement in place, many hiring managers won't have to wait too long as they will start to see how the implementation helps to improve the recruitment and selection process. With shorter timeframes, and happier overall teams and resource management, it leads to an experience a candidate won't soon forget.

Let technology help you

Don’t be afraid, whatever your role is with the HR full cycle recruitment strategy, to make sure you’re working with the right tools every day. These tools help alleviate any places that are slowing you or your team and will only help improve the recruitment and selection process. Try out Lindy today to find out how we help you hire more efficiently.