Stage 1
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Stage 1
At this stage, a candidate searches for jobs, research companies, and drafts and submits resumes and application letters.
Stage 2
If a candidate is successful during the employment-seeking stage, they will receive an invitation to the second stage of the employee cycle: recruitment. Companies utilise various methods and activities during the recruitment phase.
An interview is the most classical recruitment activity most employees do before gaining employment in a company. There are various ways to carry out the interviews depending on the scope and focus, as well as the overall structure of the recruitment cycle. The job type and seniority level will influence the structure and number of recruitment phases.
A successful conclusion to the recruitment stage is signing a new employment contract. The contract will provide critical information regarding the start date, the working hours and location, compensation, duties, obligations, etc.
Stage 3
Once the contract is signed, a candidate will begin the pre- and onboarding process. Familiarising yourself with the new workplace, whether a small company or a large enterprise, is essential. The pre-boarding process allows us to build relationships with the new team, line manager, and overall organisation.
The onboarding process sets in on the first day on the job. It has two primary purposes: cultural- and social integration and relationship-building, as well as the provision of all the information and skills necessary for becoming a productive member of the team.
Stage 4
The talent and skills of employees will be the distinguishing factor as to why an organisation’s business, product, or service is better than the rest of the competition. Moreover, the longer the employment relationship and the employee lifecycle, the more valuable of an asset they become for the company.
Stage 5
Career development is essential for many employees when deciding whether to take or stay in a job. Generally speaking, nobody wants to feel stuck in a job doing the same thing with no prospect of improvement and career advancement.
Development is achievable through participating in training courses and taking advantage of upskilling opportunities. Employees who feel they have room for growth and development will likely feel engaged with their employer.
Stage 6
As we say above, the longer the employee lifecycle, the more valuable an asset they are to their employer. It becomes clear that efforts for talent retention are never too early. Thus, actions are constantly needed to boost employees’ motivation. Moreover, the employer has to increase their sense of belonging to the organisation to retain their talent.
Stage 7
Offboarding starts when an employee pursues another job opportunity, or the employer terminates their employment contract. So regardless of whether the termination is voluntary, offboarding comprises the final activities leading up to the exit from the company.
Stage 1
At this stage, a candidate searches for jobs, research companies, and drafts and submits resumes and application letters.
During the intake, business owners and Staffing Solutions experts will discuss the specific requirements for the new position. It includes the required skills, role in the team, personality, and capabilities of a suitable candidate.
The recruiter will use the information gathered during the vacancy intake to write a clear, inclusive job description. Based on the job description, we will then write the job posting.
Stage 2
Once the foundation for the candidate search has been laid (i.e., the job advert is ready), it’s time to start sourcing.
Our full-cycle recruiters only focus on highly specialised roles. If we’re only looking for candidates in a specific field, this dramatically reduces the number of potential sourcing channels. This, in turn, allows us to track each channel better. It also helps us understand what channel provides us with the most successful candidates.
Also, during the sourcing phase, the recruiter is in touch with the hiring manager regularly to update them on how things are going.
Stage 3
The initial screening of candidates can occur in several ways.
Pre-employment assessments can also include a realistic job preview. This shows candidates the job’s positive but not-so-pretty sides, resulting in a more truthful picture of the role. This helps align expectations between candidate and employer and leads to better hires.
Stage 4
This step of the selection process is about sending out assignments, arranging interviews, participating in the interview process, and providing feedback to candidates.
A big part of this complete cycle recruiting process stage is scheduling. Our hiring experts plan and confirm candidate interviews. Also, they send out and review the assignments and provide constructive feedback afterwards.
The recruiter constantly communicates with the hiring manager about the candidate shortlist, feedback from the latter on the candidates, iterating the requirements, etc.
Stage 5
Once the recruiter and hiring manager have reduced their shortlist to between one and three candidates, it’s time to do a reference check and, sometimes, a background check.
Reference checks are a way to confirm our perception of the candidate and gather additional information from multiple perspectives. This is especially useful if we doubt a particular competency or skill during the interview.
While the full-cycle recruiter is (heavily) involved in each step of the process, the final hiring decision lies with the hiring manager.
Stage 6
Once the candidate has signed the contract, the full-cycle recruiter’s job isn’t over yet. This is where the pre-boarding period starts. It refers to the time between the candidate signing the contract and starting their new job.
We keep in touch with new hires during this period to keep them engaged and excited to get started.
Things to do during a pre-boarding can vary from sending the new hire the employee handbook, inviting them to (informal) team activities, sharing information about their first day, having a virtual coffee with them, and so on.
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