Step-By-Step Guide on the Full Cycle Recruiting Process

Recruiting can be a really disjointed process. Working with a team allows the burden of hiring to be shared evenly, and allows for a diverse approach — but it can also result in some issues. 

Team members’ differing visions/expectations for the hiring process can cause communication issues, arguments, and performance issues. Full cycle recruiting was created to combat these problems and bring the abilities of recruiters to the forefront.

What is Full Cycle Recruiting?

Full cycle recruiting is an alternative to traditional, team-based recruitment. The process revolves around a single Full cycle recruiter that performs/oversees the entire hiring cycle. Full cycle recruiting helps prevent communication and vision-based issues, as the work is done mainly by an individual. This style of recruiting is best suited to important or highly specialized jobs.

In this article, we’ll be going over each step of the recruitment process in the context of full cycle recruiting.

Steps of the Full Cycle Recruiting Process


During the preparatory process, the recruiter who will be taking charge of filling the vacancy will hold an intake meeting with the hiring manager. They’ll discuss the open position, answering questions about what skills are necessary, and the timeline in which the position needs to be filled.

The recruiter will use the information they acquire during the meeting to compile a job description. Even if the recruiter is acting as an overseer to a small group of other recruiters, this description should be written solely by the lead full cycle recruiter. This is to avoid deviating from the details they and the hiring manager agreed upon. Following this, a job ad will be created based on the description.


For full cycle recruiting, it’s unlikely that you’ll want to recruit traditionally. Large job boards are a great way to build a resume portfolio, but the overabundance of resumes is a detriment in this case. Time will be wasted, and too many subpar resumes will float across the desk of the lead recruiter. 

Instead, focus on more specialized sourcing methods. Lean on employee referrals and connections. Referrals are the method most likely to bring in superior candidates and result in a much lower resume load than job board sourcing. Passive sourcing is another good option. It takes time, but again, the overall candidate quality is superior to most other methods.


The screening period of the hiring process is often bolstered by tech tools, and full cycle recruiting is no different. Depending on the volume of resumes you’ve received, different methods become advisable.

With a large pool of resumes, consider using AI resume screening tools. Good screening tools are easily customizable, remove bias from the screening process, and greatly speed up the rate of screening. 

If you’ve received a smaller number of resumes, consider doing the work by hand. A seasoned recruiter should be able to go through a resume every 10 seconds at least, and the extra effort will ensure you don’t miss any promising candidates.


Once your pool of resumes has been narrowed down to the desired number of applicants, the selection phase begins. Schedule interviews with said candidates, and carry them out in whatever way best suits your hiring plan. For large-scale hiring, this could be a remote process, but for full cycle recruiting, it’s suggested that you conduct these interviews in person. 

This is due to the generally specialized nature of jobs that full cycle recruiters are assigned to. Important vacancies and the candidates chosen to fill them should be dealt with in a way that makes them feel welcomed and respected. While not horribly offensive, remote and automated interviews don’t create interest in the same way.


Now that only a few candidates remain under consideration, it’s time to go in-depth. Check the candidates’ references for any incongruities. If the position is important enough or it’s required, perform background checks. After considering the data, it’s time to make the decision on who to hire. While the recruiter’s opinion has more impact than usual in full cycle recruitment, the choice is ultimately left to the hiring manager. 

After the candidate is notified and their entrance into your organization is solidified, the recruiters’ job continues. Maintain regular contact with your new hire in order to both answer questions and keep them excited for work. Due to the recruiter’s constant presence throughout the hiring process, a stronger connection should form between you and the recruit. Having a trusted peer that they can confide in and connect with as they become accustomed to the company is important. With full cycle recruitment, retention rates during the early stages of employment should rise, and satisfaction should increase along with it.

Enhance Your Full Cycle Recruiting Process with AI

To get the most out of your full cycle recruitment process, consider adding AI recruitment tools into the fold. AI can help with resume screening, and it can make it easy for candidates to schedule interviews or get their questions answered in a pinch.

Pandologic’s toolbox of AI recruitment technology can provide all these benefits and more. Think of it as a recruiter’s best friend—there to help save time, money, and the occasional headache.

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