Topics: 360 Recruitment, Full Cycle Recruitment, Outsource Full Cycle Recruiting

Why Outsourcing Full Cycle Recruiting Process Helps Staffing Companies Hire Better?

Posted on November 10, 2022
Written By Aanchal Jain

full cycle recruiting process

Implementing a full cycle recruiting strategy helps staffing companies to hire better-quality candidates by removing the bottlenecks from the recruiting process and making it more efficient. A full cycle recruiting process ensures greater accountability during the recruitment process and eliminates communication gaps, thereby saving money, lowering cost of hiring, and enhancing the quality of hire.

What is Full Cycle Recruitment?

A full life cycle recruiting refers to an end-to-end recruitment process that takes care of every aspect of the hiring process. It starts from the initial stage of identifying the hiring requirements and includes recruiting activities such as creating vacancies, writing job descriptions, posting on job sites, sourcing and screening candidates, and concludes at the last stage of onboarding the selected candidate.

Full cycle recruitment is handled by a dedicated full-cycle recruiter or a separate full-cycle recruiting agency. Many staffing and recruitment agencies outsource the full cycle recruiting process to offshore RPO companies for the many benefits outsourced recruitment offers. One of the most prominent benefits of outsourcing full cycle recruiting is improving hiring efficiency and finding better candidates. Before we discuss how outsourcing helps improve the hiring process and what benefits staffing agencies get by hiring offshore recruiters, let’s understand the different stages of a full life cycle recruiting process.

Six Stages of Full Cycle Recruitment Process

There are six stages of an end-to-end recruitment process, and each stage has significance for hiring the right employee. The different stages are:

  1. Preparation
  2. Sourcing
  3. Screening
  4. Selection
  5. Hiring
  6. Onboarding


The first step of the recruiting process, preparing, includes all activities related to identifying the job vacancy and preparing for the search. The preparation stage helps the recruiters outline and define the requirements for the open position and decide on what qualification they are looking for in an ideal candidate. The next step is to create a compelling job description describing the role and the qualifications most suited to fill the role. This is a crucial stage of the recruitment life cycle as it helps to attract the right talent for the open position.


Sourcing candidates involves posting job descriptions on job boards and portals to access potential candidates. Talent sourcing can be done through many channels, including:

  • Web sourcing allows recruiters to reach millions of active and passive candidates and search for the most suitable ones. Web search lets the sourcers approach candidates directly and ask them to apply for the vacancy.
  • In-house recruiting is another popular sourcing technique where the people working within the company might be a good fit for the open position. It also allows them to grow and progress with the organization and achieve career advancement goals without moving out of the company. This technique is gaining huge importance amidst the prevailing talent shortages.
  • Social recruiting is a sourcing method that uses social media platforms to post jobs and search for potential candidates. Some of the most popular social media channels that are used for candidate sourcing include LinkedIn, GitHub, Facebook, etc.
  • Employee referrals are an excellent sourcing channel where recruiters search for candidates with the help of referrals from current employees. It uses the personal network of employees to find suitable candidates who can be a good fit for the role and the organization.


The third stage of full cycle recruiting is screening candidates, which refers to the process of going through the applications, screening resumes and identifying the right candidates for the next stage. This is often time-consuming; each resume needs to be reviewed carefully and may also involve a telephone round of interviews initially.


Once the candidates are screened, the selection process begins, which includes interviewing the shortlisted candidates. To prepare for the interview stage, recruiters must have a list of questions for the candidates that will help them assess the candidates based on their skills and suitability for the current role.


This stage requires choosing the candidate after conducting interviews and making them a job offer. It is important to go over the detailed terms of hiring, including the salary, working hours, and other conditions, before making the official job offer to the selected candidate. Negotiations are also part of this stage, making it a very sensitive stage of the full cycle recruiting process.


The final stage of the end-to-end recruitment process is onboarding the new employee. Onboarding typically involves introducing the new employee to the team, training and orientation, and welcoming them to the team, so the employee decides to stay long-term.

How Does Outsourcing Full Cycle Recruitment Process Improves Hiring Efficiency?

Outsourcing full cycle recruitment helps carry out every stage as a specialized recruitment function and provides a great employee experience. The recruiting requirements of staffing agencies vary from time to time, depending upon market fluctuations and hiring demand. Staffing agencies may be unable to meet high-volume hiring requirements due to understaffing issues or a lack of quality recruiters. Outsourcing full cycle recruiting helps staffing agencies overcome all such challenges and derive many other benefits, such as:

  1. Providing a positive candidate experience

A positive candidate experience clearly and directly impacts the company’s image in the job market. Personalized communications with dedicated recruiters can create favorable candidate experiences. Outsourcing the full cycle recruiting process to offshore recruitment agencies is a great way to establish better relationships with candidates and improve candidate engagement through the 360-degree recruitment process.

  1. Scalability

Outsourcing the full life cycle recruiting benefits staffing agencies looking for flexible RPO solutions. Recruitment outsourcing companies can help achieve scalability in business and add the much-needed flexibility to increase or decrease hiring requirements according to business fluctuations and market conditions.

  1. Lower Recruiting Costs

One of the prime reasons for staffing companies to outsource full cycle recruitment is to reduce their hiring costs. Outsourcing recruitment processes to RPO companies can significantly reduce staffing costs by saving money on sourcing candidates, headhunting, posting on job boards, and losses due to employee turnover resulting from poor-quality hiring.

  1. Improved Hiring Quality

Outsourcing recruitment helps improve the quality of hires and helps to find the best-fit candidates for an open position. It can be difficult for hiring managers working on multiple projects at a time to go through all details and find the best-fit candidates. However, an outsourced full cycle recruiter conducts a detailed search to match the required education and experience required for a vacancy, allowing to improve hiring quality.

Outsource Full Cycle Recruiting Process

Hire dedicated offshore recruiters to take care of your full cycle recruiting process with the best RPO company and benefit from up to 50% cost savings. QX Global Group is a business process management company that offers exclusive recruitment outsourcing services for staffing companies in the UK and the US with offshore and nearshore delivery centers in India and Mexico. Learn more about our full cycle recruitment outsourcing services by connecting with us for a free consultation call today.

Originally published Nov 10, 2022 12:11:04, updated Feb 05 2024

Topics: 360 Recruitment, Full Cycle Recruitment, Outsource Full Cycle Recruiting

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