Full-Cycle Recruitment

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Full-Cycle Recruitment: A Simple Explanation of the 6 Steps

Marko Pavicevic

Marko Pavicevic

Recruitment is a crucial process for organizations seeking to attract and hire qualified candidates.

One approach that has gained prominence in recent years is full-cycle recruitment.

In this article, we will explore what full-cycle recruitment entails, how it differs from other types of recruitment, and the six steps involved in the process.

Whether you’re a hiring manager, HR professional, or simply curious about recruitment practices, understanding full-cycle recruitment can help you optimize your hiring efforts.

So let’s dive in and unravel the key aspects of full-cycle recruitment.

What is Full-Cycle Recruitment?

Full cycle recruitment or 360 recruitment cycle refers to a comprehensive approach to hiring that encompasses all stages of the recruitment process, from initial candidate sourcing to onboarding.

Unlike partial or specialized recruitment methods, full-cycle recruiting involves handling every step internally or through a dedicated recruitment team.

It is a holistic approach that ensures organizations have control over the entire hiring process and can make informed decisions based on their specific needs and requirements.

Unlike partial or specialized recruitment methods where certain stages are outsourced or handled by different teams, full-cycle recruiting involves handling every step internally or through a dedicated recruitment team within the organization.

This approach allows for greater consistency, continuity, and alignment throughout the entire hiring process.

How Does Full Cycle Recruitment Differ from Other Types of Recruitment?

Full-cycle recruitment sets itself apart from other recruitment approaches through its end-to-end nature.

While some recruitment methods may focus solely on candidate sourcing or initial screening, full-cycle recruitment takes into account the entire hiring process.

This includes activities such as job posting, candidate screening and interviewing, reference checks, offer negotiation, and onboarding.

By integrating all these steps, full-cycle recruitment enables organizations to have a comprehensive view of the candidate pipeline and maintain control over the entire hiring journey.

Are Active and Passive Recruitment Part of Full-Cycle Recruitment?

Both active and passive recruitment can be part of the full-cycle recruitment process.

Full-cycle recruitment involves managing every step of the hiring process, including sourcing, screening, interviewing, and onboarding candidates.

Active recruitment is a strategy used within the full-cycle process, where recruiters proactively seek out and engage with potential candidates.

Passive recruitment is also integrated into the full-cycle approach, as it involves creating an appealing employer brand and cultivating a network to attract candidates who may not be actively looking for a job.

The 6 Steps of Full Cycle Recruitment

1. Job Analysis and Planning:

This initial step involves assessing the organization’s hiring needs, defining job requirements, and developing a comprehensive job description.

It includes identifying key skills, qualifications, and experience necessary for the role, as well as considering any specific organizational or cultural fit requirements.

2. Sourcing and Attracting Candidates

Once the job requirements are established, the next step is to attract potential candidates.

This involves various strategies such as posting job advertisements on relevant platforms, leveraging social media networks, utilizing professional networks, and engaging with recruitment agencies.

The goal is to reach a diverse pool of qualified candidates.

3. Screening and Selecting Candidates

In this stage, the received applications and resumes are reviewed and screened to identify the most suitable candidates.

Screening methods may include conducting phone interviews, reviewing portfolios or work samples, and assessing qualifications and experience.

The aim is to shortlist candidates who meet the job requirements and have the potential to succeed in the organization.

4. Interviewing and Assessing Candidates

The shortlisted candidates are invited for interviews and assessments.

This step may include different types of interviews, such as behavioral interviews, technical assessments, or panel interviews.

The objective is to evaluate the candidates’ skills, competencies, and cultural fit with the organization.

5. Reference Checks and Background Verification

Before making a final decision, reference checks and background verifications are conducted to validate the information provided by the candidates.

This step ensures that the organization gains insights into the candidate’s previous work experience, performance, and overall reputation.

6. Offer Negotiation and Onboarding

Once the preferred candidate is identified, the offer is extended, and negotiations regarding compensation, benefits, and other terms may take place.

After the candidate accepts the offer, the onboarding process begins, which includes orientation, completing necessary paperwork, and integrating the new employee into the organization’s culture and processes.

What is the Recruitment Cycle Time?

One question that arises from talking about full-cycle recruitment is What is the Recruitment Cycle Time?

The recruitment cycle time, also known as the time-to-fill, refers to the duration it takes for a position to be filled, starting from the job opening announcement to the candidate’s acceptance of the offer.

Why Is Recruitment Cycle Time So Important?

The recruitment cycle time is a critical metric that measures the efficiency and effectiveness of the recruitment process.

Understanding and managing the recruitment cycle time is essential for organizations to attract and secure top talent in a competitive job market.

The recruitment cycle time can vary depending on various factors such as the complexity of the position, the availability of qualified candidates, the effectiveness of sourcing strategies, and the efficiency of the selection and onboarding processes.

A lengthy recruitment cycle time can lead to increased costs, missed business opportunities, and potential dissatisfaction among candidates.

By monitoring and optimizing the recruitment cycle time, organizations can identify bottlenecks and areas for improvement in their recruitment processes.

They can streamline workflows, eliminate unnecessary steps, and leverage technology and automation to expedite the hiring process. Implementing an applicant tracking system (ATS) or recruitment software can help streamline administrative tasks, track candidate progress, and enhance communication with hiring teams.

Reducing Recruitment Cycle Time Has Many Advantages

Reducing the recruitment cycle time has several advantages.

Firstly, it allows organizations to respond quickly to talent needs and fill vacancies promptly, reducing productivity gaps and minimizing disruptions to business operations.

Secondly, it enhances the candidate experience by providing a more efficient and timely recruitment process, increasing candidate satisfaction and the likelihood of securing top talent.

To improve the recruitment cycle time, organizations should establish clear recruitment goals, optimize job descriptions to attract the right candidates, leverage digital recruitment platforms and networks, implement efficient screening and interviewing processes, and maintain effective communication with candidates throughout the process.

Check our other articles to learn more about essential Talent Acquisition Metrics and a list of Ai tools that can aid your full-cycle recruitment.


In conclusion, full-cycle recruitment is a comprehensive approach that covers all stages of the hiring process, from job analysis and planning to onboarding.

It allows organizations to have control and visibility at every step, ensuring that they attract and select the best candidates for their roles.

The recruitment cycle can vary in duration, and organizations can further enhance their recruitment efforts by considering the 360 recruitment cycle, utilizing roadmaps, and optimizing the recruitment cycle time.

By understanding these concepts, organizations can improve their recruitment strategies, enhance candidate experiences, and ultimately build high-performing teams.

Schedule a call with us to see how we can help you with your recruitment needs. Our team of experts is dedicated to assisting organizations in finding top talent and achieving their hiring goals.

Read next: How to hire great employees

Marko Pavicevic

Marko Pavicevic

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