Full cycle recruiting, also known as 360 recruitment, comprises six stages of an end-to-end recruitment process. Optimising this process to get the most out of each stage is crucial for improving your hiring efficiency. If you wish to hire top talent, you need to incorporate innovation from the starting stages of a 360 recruitment process right up to the onboarding stage.
Because of the evolving technological business environment, recruitment teams need to stay ahead of the curve and use the latest recruitment technology and infrastructure. This article outlines the best practices a full cycle recruiter should follow to hire qualified candidates and enhance recruiting efficiency.
Don’t wait for an opening to appear to begin your search. Successful recruiters stay ahead of their peers and maintain a talent pipeline of active and passive candidates. Maintain your ATS and use it to source the most qualified candidates for future openings. Having a talent pool of resources can prove valuable at the time of actual hiring.
According to a report, only 55% of HR professionals use technology and hiring tools such as ATS (Applicant Tracking System) and HRIS (Human Resource Information System). Although most recruiters are aware of recruiting tools and technology such as ATS, CRMS, HRIS, etc., many hiring professionals cannot use them to their full potential. Staffing agencies should invest in training recruiters to enable them to harness software functionality for hiring efficiently.
Most candidates consider the experience they had during the recruitment process while accepting or rejecting a job offer. Keeping employees’ interests and needs in mind is important for recruiters to build a positive relationship with prospective candidates. Every person has different needs, and recruiters must understand these differences to attract a diverse workforce and create a positive brand image.
Recruiters must create attractive job descriptions to make a strong first impression on candidates. It is already challenging to get your job posting viewed by top talent, and losing them to a bad copy of the job description would be a big mistake. In a candidate-centric market, hiring professionals need to approach the candidates the same way marketing professionals approach consumers. Job descriptions should be thoughtful, creative, and engaging.
The lack of a structured onboarding process results in delayed start dates, lower productivity, and loss of revenue. It is extremely important to invest in onboarding technology and give new employees the right tools and training to help them set in their roles quickly. You should communicate clear expectations to your employees and support them in doing their job independently.
If you want to streamline your recruitment process and improve hiring efficiency, get full cycle recruiting services from QX Global Group. We have offshore delivery centres in India and offer a wide range of recruitment outsourcing services to match your hiring needs.
We hope you enjoyed reading this blog. If you want our team to help you resolve talent gaps, reduce costs and transform your business operations, just book a call.
Originally published May 18, 2022 06:05:31, updated Feb 15 2024