Full cycle recruitment, or full life-cycle recruiting, is the process a recruiter uses when placing a candidate. The process begins when the job order is taken and ends after the new hire begins his new position. More companies are requiring full cycle recruiting as it lowers turnover and reduces the cost of hires. Recruiters employed by a staffing company may include client acquisition in the recruiting life cycle, while recruiters working in a human resource department typically begin the life cycle when writing a job description.


Full cycle recruitment requires the recruiter to have a solid understanding of the position that is to be filled. To fully understand the open position, most recruiters will research the industry, interview the hiring managers and the direct supervisors of the department that has the opening, develop a clear job description and create a list of non-negotiable requirements the position demands. This in-depth research will allow the recruiter to narrow the search and find qualified candidates for the position.


Once the research is completed, the recruiter begins the search stage of the recruiting life cycle. Depending on the practice of the recruiting firm or company, the search may include placing listings online and in newspapers, cold calling targeted candidates and networking within the industry. The goal of the search is to develop a list of top caliber candidates to move forward in the interview process.


Once candidates have been identified, they will typically go through interviews. The initial interview is with the recruiter and allows the recruiter to verify that the requirements of the position are met. The pool of candidates is narrowed and the best applicants are referred to the hiring manager to begin the company's interview and testing process.


Once the company has chosen the top applicant, the recruiter's job is to ensure that the offer made to the applicant is acceptable. This process involves communicating with both the hiring manager and the applicant to be certain that both agree to the terms of salary, benefits, job duties and starting dates for employment. Once the offer has been negotiated and accepted by the candidate, the recruiter will often assist with writing a letter of resignation, handling counteroffers and counseling the new hire through orientation.

After the Hire

Turnover is expensive for both a recruiting firm and the employer. In an effort to avoid turnover, many recruiters will stay in touch with the newly hired employee after employment begins. This provides the recruiter the opportunity to act as a mediator between the new hire and the hiring manager if there are discrepancies between the job description and duties. Contact may be made with the employer and the new hire daily or weekly, and the full recruiting life cycle typically ends once the probationary period for the new hire has passed.