Recruitment Lifecycle:
· Sourcing
· Screening
· Selecting
· Hiring
· On boarding
There are 6 crucial steps of recruitment life cycle
Preparing:
First of all before going to start any task we should have a prior preparation pattern so, likewise in recruitment as well. Every recruiter must have a clear understanding of job roles and responsibilities which is provided by respective client (Direct client)/implementation partner. Recruiter should have an idea about the client profile/domain.
Sourcing:
Yeah!! This comes the first and foremost a recruiter will have direct encounter with the job roles and his skills of sourcing. Sourcing is defined as getting/grabbing/finding/fetching resumes with respective to the job roles.
Screening:
As the name itself reveals that a recruiter should screen the candidate’s level of expertise in their respective field, his/her work authorization status/ willing to relocate / Are they looking for relocate etc.., many factors
Selecting:
If all the above steps go well then, the recruiter is supposed to submit the candidate's resume to his account manager/Team lead or higher authorities ..then they will share the resume with the client, if everything is on good path i.e. (interviews, BGC) client will hire him.
Hiring:
Right after the Selecting process here comes the hiring which is mainly depends on negotiation and job offers. As soon as the client finds his/her best fit for the role they should convey the message by call or by sending the offer letter that they are going to hire him if not there is a chance of backing off the offer by the candidate.
On boarding:
As this is the last step of the recruitment cycle but it’s most important one of all above because there might be chances even after the client offer the best salary/pay rates along with the benefits candidates might not be interested to take the offer because of their personal issues/sudden plans etc.., so every step of the recruitment life cycle is crucial.