Full cycle recruiting: definition, steps, and best practices

Hiring the right talent isn’t always easy. Fragmented processes, miscommunication, and inconsistent candidate experiences can slow things down, or worse, lead to bad hires. For HR teams and hiring managers, these challenges can frustrate and directly impact company growth and culture.

That’s where full cycle recruiting comes in. It's an approach that can make the hiring process more efficient, improve candidate experience, and help HR teams stay organized.

In this article, we explain what full cycle recruiting is, how it works, and how you can make it work for your team.

What is full cycle recruiting?

Full cycle recruiting is a streamlined approach to hiring where a full cycle recruiter manages every step of the recruiting process, from sourcing potential candidates to onboarding the new hire. Instead of dividing tasks among multiple team members, one person handles the entire end-to-end process.

The scope of full cycle recruiting typically includes:

• Sourcing candidates through job postings, employee referrals, and networking
• Writing the job description and promoting it on the right platforms
• Interviewing candidates and managing communications
• Extending the job offer to the selected candidate
• Facilitating the onboarding process to set the new employee up for success

This seamless approach keeps the hiring process organized and consistent. Because one recruiter oversees the entire journey, candidates often experience clearer communication and fewer delays. For companies, this method can simplify talent acquisition and ensure recruiters handle every step efficiently.

Essentially, full cycle recruiting creates a cohesive, efficient way to bring in top talent. It keeps the process on track from the first interview to the first day on the job.

Full cycle recruiting vs. traditional recruiting

Full cycle recruiting and traditional recruiting take different approaches to the hiring process. The key difference lies in who handles each stage.

In full cycle recruiting, a full cycle recruiter manages the entire recruiting process. This means that one person handles everything, from writing the job description and sourcing candidates to conducting the interview, making the job offer, and managing onboarding for the new hire. This end-to-end approach can keep communication consistent and improve the candidate experience.In traditional recruiting, multiple team members divide the tasks. One team might handle sourcing and employee referrals, another may manage interviews, and a different team might oversee onboarding. This division can work well for large-scale talent acquisition but may lead to miscommunication, delays, and inconsistent experiences for new employees.

Pros and cons of full cycle recruiting 

Full cycle recruiting offers several advantages, but it also comes with some challenges. Understanding these pros and cons can help HR teams, hiring managers, and companies decide if this approach suits their hiring process.

Pros

• Improved candidate experience: A full cycle recruiter can build a relationship with a new hire from the first contact to the onboarding stage. This consistency reduces confusion and provides a smoother, more personalized experience. With full cycle recruiting, candidates know who to reach out to and generally feel supported throughout the recruitment process.
• Streamlined communication: With one person handling the entire hiring process, communication can remain clear and consistent. Hiring managers and candidates can stay informed at every step. No one needs to relay information across multiple departments, reducing delays and misunderstandings.
• Faster hiring process: Full cycle recruiting eliminates handoffs between teams, speeding up the recruitment process. The full cycle recruiter can make decisions quickly and keep things moving forward. This agility is a significant help in securing top talent before competitors do.

Cons

• Resource-intensive: Managing the full life cycle of recruitment takes time and effort. A full cycle recruiter is the sole point of contact and handles everything from writing the job description to onboarding the new employee. This can stretch resources thin, especially for companies with high-volume talent acquisition needs.
• Requires specialized skills: Full cycle recruiting demands a broad skill set. Recruiters need to excel at sourcing, interviewing, negotiating, and onboarding. Finding someone with all these skills can be challenging, and training often takes time.
• Scalability challenges: As hiring needs grow, full cycle recruiting can become harder to manage. One full cycle recruiter might struggle to oversee multiple candidates through the entire hiring process. Dividing tasks among teams might make more sense for large-scale hiring.

The 6 steps of the full cycle recruiting process

The recruitment process steps in full cycle recruiting cover everything from initial planning to bringing a new hire on board. A full cycle recruiter manages each step, ensuring the process stays organized and efficient. Here are the six key steps:

Step 1. Preparing

Preparation sets the foundation for a successful hiring process. During this step, the full cycle recruiter meets with the hiring manager to clearly understand the role, team needs, and company goals. They then create a detailed job description that outlines key responsibilities, required skills, and desired attributes. This step usually also includes setting expectations for the timeline, interview stages, and the recruitment budget.

Example: The hiring manager needs a marketing coordinator with strong digital skills. The full cycle recruiter drafts a job description specifying experience with email marketing, search engine optimization (SEO), and campaign management. They also develop a 6-week timeline, comprising two interview rounds and a skills test.

Step 2. Sourcing 

In this phase, the full cycle recruiter actively searches for the best talent. They post the role on targeted job boards, reach out to potential candidates through platforms like LinkedIn, and leverage employee referrals. For hard-to-fill roles, the recruiter may engage passive candidates through networking events or industry groups. 

Example: The recruiter posts the marketing coordinator role on Indeed.com, joins marketing-focused Slack groups to share the listing, and asks existing employees to refer any qualified candidates. An internal referral brings in a promising candidate who recently led a successful email campaign.

Step 3. Screening

During this step, the full cycle recruiter reviews resumes to check for essential qualifications and conducts initial phone or video screenings. These conversations assess core skills, experience, and cultural fit, filtering out unqualified candidates and identifying the most promising ones. Screening also clarifies salary expectations, availability, and interest in the role.

Example: The recruiter conducts a 20-minute phone screening with the referred candidate. They discuss the candidate’s experience in managing email marketing campaigns and improving open rates. The recruiter also confirms that the candidate’s salary expectations align with the company budget and that they can start within four weeks.

Step 4. Selecting

This step involves thorough evaluations to identify the best fit for the role. The full cycle recruiter organizes structured interviews with the hiring manager and key team members. They may include practical exercises, like skills tests or role-specific tasks, to assess a candidate’s abilities. After gathering feedback, the recruiter helps the team decide on the top candidate.

Example: The recruiter schedules two rounds of interviews. In the first, the candidate meets with the hiring manager and shares insights into a recent SEO project. In the second, the candidate completes a live email campaign exercise. The hiring manager and a senior marketer agree that the candidate shows strong strategic thinking and creativity. The recruiter consolidates feedback and confirms the candidate as the top choice.

Step 5. Hiring

Once the team selects a candidate, the full cycle recruiter extends a formal job offer. They negotiate terms, answer any final questions, and ensure the candidate feels confident about accepting the position. The recruiter communicates clearly to avoid misunderstandings and works quickly to secure the candidate before they consider other opportunities.

Example: The recruiter calls the candidate to offer the position, highlighting the company’s collaborative culture and growth opportunities. After a brief discussion on benefits and a start date, the candidate enthusiastically accepts. The recruiter sends a detailed job offer letter for signature.

Step 6. Onboarding 

During this step, the full cycle recruiter onboards the new hire to integrate them smoothly into the company. The recruiter creates a structured plan that covers new hire orientation, training, and introductions to ensure the new employee feels welcomed, confident, and ready to contribute from day one.

Example: The recruiter arranges a welcome breakfast for the new marketing coordinator’s first day. The schedule includes setting up IT accounts, meeting with the marketing team, and a one-on-one with their mentor. At the end of the week, the recruiter checks in to ensure the new hire feels confident and supported in their new role.

Full cycle recruiting best practices

Successful full cycle recruiting relies on strategy and organization. By following best practices, a full cycle recruiter can streamline the recruiting process, improve the candidate experience, and make smarter hiring decisions. Here are four key practices to optimize your full life cycle recruiting efforts:

1. Prioritize candidate communication

Clear and consistent communication keeps candidates engaged and informed. Update them at every step of the hiring process, from acknowledging applications to sharing interview outcomes. Timely responses show respect for the candidate’s time and help build trust.

2. Implement effective onboarding practices

Onboarding sets the tone for a new employee’s experience. A structured onboarding plan can help new hires feel welcomed and confident, and can boost their productivity. Consider including activities like introductions to team members, training sessions, and one-on-one meetings with managers.

3. Utilize technology for streamlined processes

Leverage recruitment software to simplify tasks like sourcing, screening, and scheduling interviews. Tools like applicant tracking systems (ATS) and automated workflows reduce manual work, prevent bottlenecks, and keep the recruiting process organized.

4. Foster team collaboration in hiring

Collaboration between the recruiter and the hiring manager can result in better hiring decisions. Keep the lines of communication open throughout the full cycle recruiting process. Consider involving team members in interviews to get diverse perspectives on candidates.

Easy recruiting and onboarding with Rippling

Rippling's all-in-one HR platform offers comprehensive recruitment tools that support full cycle recruiting, from candidate sourcing to onboarding.

The unified platform is built on a single source of truth. With seamless access to this rich, flexible data source comes a powerful set of capabilities that allow you to analyze, automate, and orchestrate various aspects of the recruitment process.

With Rippling, you can put your onboarding process on autopilot, sending the right information and access to new hires at the right time, from day-one instructions and app log-ins to 90-day satisfaction surveys.

By leveraging these features, you can streamline the full cycle recruiting process, ensuring an excellent experience from candidate sourcing all the way through to onboarding.

Full cycle recruiting FAQs

What is the 360 recruitment cycle?

The 360 recruitment cycle refers to the full life cycle of recruiting, where a full cycle recruiter manages the entire recruitment process from start to finish. This includes everything from sourcing candidates and creating job postings to interviewing, extending offers, and onboarding. The term “360” highlights the comprehensive, all-encompassing nature of this approach, ensuring no stage gets overlooked.

What is the opposite of full cycle recruiting?

The opposite of full cycle recruiting is a fragmented recruiting process, often used in large organizations. In this model, different specialists handle individual stages of the recruitment process. For example, one person may write the job description, while others manage sourcing, interviews, and HR-led onboarding. Unlike the full life cycle approach, this division of tasks can lead to communication breakdowns and inconsistent candidate experiences.

Who benefits from using full life cycle recruiting?

Companies and HR teams can both benefit from full life cycle recruiting when they need a streamlined, efficient recruiting process. This approach often works well for small to mid-sized businesses, where one recruiter can manage the entire recruitment process. Candidates also benefit from a consistent experience, as they interact with the same recruiter throughout the process.

How long is a full recruiting cycle?

The length of a full recruiting cycle varies depending on the role and company needs. On average, the recruitment process in a full life cycle approach can take anywhere from 4 to 8 weeks. Factors, like the number of interview rounds, candidate availability, and the complexity of the role, can extend or shorten the full cycle recruitment process timeline.

What is the 7th stage of recruitment?

The 7th stage of the recruitment process typically refers to post-hire activities, such as ongoing performance evaluations or employee retention strategies. After HR and the recruiting team complete onboarding, they often monitor the new hire’s progress to ensure they integrate smoothly. Effective post-hire practices help companies improve their overall recruitment outcomes and boost long-term employee satisfaction.

This blog is based on information available to Rippling as of December 16, 2024.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.