Power your 6 Full recruitment life cycle stages with HRMWARE

Full life cycle recruitment is a hugely used term to denote the complete recruitment process. This is becoming a truly important factor for many companies to have the best candidates on board. Full life cycle recruitment is going to be helpful for companies that are searching for employees for the long term. We all know that recruitment is getting complicated each day due to increased market competition and the constant threat of the COVID-19 pandemic. In order to make the recruitment efforts successful and to keep the process super smooth, small to giant companies are exploring more about the complete recruitment life cycle

The recruitment life cycle consists of 6 vital stages. For successful hiring, you have to follow all stages or steps one by one. Before we go deeper into recruitment life cycle stages, it’s time to know the definition of the recruitment life cycle. 

Definition of full life cycle recruitment

The recruitment life cycle is actually a superior process of finding the right candidates and hiring them accordingly. The process includes 6 major stages such as preparation, sourcing, screening, selecting, hiring, and onboarding. The process communicates the vacancy requirements, reaches many candidates, shortlists, conducts interviews, and chooses only the best ones in order to fill the open positions with the right people. The process is pretty simple if you go systematically. 

We called it a ‘cycle’ for a significant reason. Once we reach the end stage of the cycle, it will start all over again. 

Importance of a recruitment life cycle 

Staffing a company, if done properly, you will find it more than just accepting resumes and running some basic background checks. We all know that several hires take place within a company. 

We have seen that the grueling recruitment cycle can be hassle-some for many companies as the HR departments and managers get puzzled in choosing the best candidates for the organization. If wrong people are on board, too many turnovers will occur and it will mess the budget for payroll. In order to monitor everything and narrow the pool of talents, modern HRs design an effective full life cycle recruitment and perform everything accordingly. 

The sole purpose of the recruitment life cycle is to attract the best talents and fill the open position as soon as possible. It can be a full mess if you fail to maintain it according to the proper chain of command. 

In order to get the maximum benefits from the full life cycle recruitment, it is necessary to follow all steps in the appropriate order. 

Who should use full life cycle recruiting? 

Generally, in a small company, a department header the managers perform the full life cycle recruiting. When it comes to a bigger company, there will be HR professionals to perform the tasks. The responsibilities of all recruitment life cycle stages will be divided into all members of the HR department. Some corporate organizations also have independent divisions in order to take care of each crucial stage of the recruitment life cycle. 

Recruitment life cycle stages 

  1. Preparing 
  2. Sourcing
  3. Screening
  4. Selecting
  5. Hiring
  6. Onboarding 
  1. Preparing 

The full life cycle of recruitment starts with having the preparation to set off for candidate search. This is the first as well as a very important step to reach the right candidates at the right time. 

During the preparation stage, you should define qualities and skills that your future employee should have. According to the open job position and salary range, you should decide the skills, experience, and other qualifications. While generating a job description, you should not forget to include all job responsibilities. When you are truly clear about roles and responsibilities, skills, and qualifications, you are all set to post the job description and move to the second stage of the recruitment life cycle. 

  1. Sourcing 

Once you are done with preparing job descriptions, it’s time to post the job ad on popular platforms including your own career site. This step is known as sourcing. There are various ways of sourcing candidates to fill the open positions in an organization such as- 

Web sourcing- web sourcing is all about searching lots of online candidate profiles in order to find the best fit. HRs can directly reach these candidates and ask them to apply for the position. This sourcing way generally requires a lot of time in comparison with other candidate sourcing ways. 

Social recruiting- HRs can post the job description on relevant social media platforms and connect with potential candidates. 

In-house recruiting- people who are already working at the company may be good candidates to fill the newly open positions. According to expert HRs, such a process is really effective in initiating career advancement and growth within the organization. It also increases employee satisfaction rate. 

Employee referrals- employee referrals bring more successful hires in comparison with other sourcing ways. Your current employees will help you in having new candidates fill the open positions. Your employees understand the job, responsibilities, and required skills. And as a result, they also understand which candidates are better to handle all responsibilities. 

  1. Screening 

The 3rd stage of full life cycle recruitment is screening all applicants in order to identify the most suitable candidates. We have seen that this particular stage of the recruitment life cycle takes the longest time. After the successful screening of many candidates, HRs get the most suitable ones to proceed with the next step. 

In order to perform application and resume screening, many HRs take the help of an applicant tracking system. Applicant tracking systems are helpful in all stages of the recruitment life cycle. Proper screening helps in having the candidates who have the best potentials to perform the job with perfection. After running an effective screening process, HRs can go for brief phone interviews. If the contacted candidates are interested and you find them good to meet, you can schedule in-person interviews with them. 

  1. Selecting 

The 4th stage of full life cycle recruitment is selecting the eligible candidates. You should follow all previous steps with care so that you can have a group of amazing candidates to schedule interviews. Candidates who have passed the previous steps are worth to have face to face interviews. 

Before you go for a face-to-face interview, you should prepare a detailed questionnaire regarding the roles and responsibilities. In this way, you will be able to check the depth of knowledge of a particular candidate and know about their personality and goals. Learning and everything about each candidate is very crucial before you let some candidates move to the next stage. 

You can prepare different questionnaire sets to interview different candidates. A one-size-fits-all type of interview regime does not always help. You have to enable diversity in order to find candidates who are truly versatile in nature and well-skilled. 

  1. Hiring 

After having face-to-face interviews with a lot of candidates, you can start narrowing down the funnel. I mean you can make decisions about who you should hire to fill the open positions. Once you are done with candidate choosing, you can proceed further with an offer letter. Before you offer the offer letter, you should inform your chosen candidates about work shifts and hours, company rules, and other terms and conditions. 

After delivering the offer letter, the candidate may not join you. In such a situation, you have to negotiate with that candidate. This is a very sensitive task in the full life cycle recruitment. You have to deal with the candidate very carefully otherwise you will lose a talented one. You should try to know why a candidate does not want to join your organization. From the very beginning, you have to get prepared for negotiation. There are many candidates who do not want to join a company even after getting the offer letter. You have to master the skills of negotiation to take them on board with full satisfaction. Both parties should have enough satisfaction while hiring a candidate. 

  1. Onboarding 

The onboarding step is another sensitive stage of the recruitment life cycle as it is the very first effort of introducing a candidate to the actual work environment of the company. If onboarding goes smooth, it will not be hard to achieve satisfaction for that employee. A lot of employees leave an organization too early if they find the onboarding process is not okay. 

While onboarding newly hired employees, you should design a good introduction time for the employee with the team. After that, you can take that employee for any orientation or training program. From the very first day, the employee should feel like a full member of the team. The goal of a pleasing onboarding is to let the employee learn everything important about the company and make the decision to stay for a long time. You should create a welcoming environment and make them comfortable so that they can reach you whenever they need any help to adjust to the new role in your organization. 

These are the most vital 6 recruitment life cycle stages that every company should follow to hire better candidates and grow simultaneously. 

How does HRMWARE support all recruitment life cycle stages? 

An advanced hr management system like HRMWARE is capable enough to support all stages of full life cycle recruitment. You should make these steps completely error-free. Once you are equipped with an advanced cloud-based hr management system, you can perform all stage tasks without facing any interruption or error. 

  • With the help of HRMWARE, you can prepare compelling job descriptions and post them on various leading job portals including your own career site. 
  • You can see total applicants, review resumes, track applicants, and select only relevant ones. 
  • The software will help you in shortlisting candidates and narrowing down the candidate funnel
  • The software will provide a calendar where you can schedule interviews with different candidates. When you schedule in such a systematic way, there is no chance of any mess. 
  • While onboarding candidates, HRMWARE gives a broad space to explore more about the company. On this system, the candidate can create his profile, add personal details, and explore more about company rules and policies. It is an effective way to let the candidate know more about the company even without asking HRs frequently. 
  • Once the employee is onboarding and has access to HRMWARE, managing that employee along with others will not be a hard thing. 
  • From attendance tracking to leave request management- everything can be easily performed when the HR department will be equipped with the right hr management software, HRMWARE. 

How can you avail the HRMWARE support? 

Enabling HRMWARE support is super easy. All you need to do is just click this link: https://www.hrmware.com/contact and submit the quote form. We will get back to you as soon as possible. 

We have various types of subscription plans for startups, SMEs, and giant organizations. Once you share your requirements, we will get back to you with the best subscription plan suggestions. Apart from this, you will get a free trial so that you can understand how to use this software solution or how it is going to support your hr department and recruitment requirements. 

HRMWARE is filled with lots of next-gen features and functionalities. It can completely transform your hr management and recruitment full life cycle recruitment management experience. 


Full life cycle recruitment is a pretty obvious thing that nearly all leading organizations are following today. Every company out there should follow the same thing in order to make hiring easy and completely transparent. In order to follow all recruitment life cycle stages with zero error and interruptions, HR experts are tending towards advanced cloud-based hr management software solutions. Before you enable a software solution or plan to hire new candidates, you should properly revise the position requirements, areas to improve, and what more to add to streamline everything and grow faster. Full life cycle recruitment stages can be followed in a manual pattern but it will be error-free and faster if the process gets support from a robust hr software like HRMWARE.