What is the operational role recruitment lifecycle? A complete overview.

Operational recruitment helps companies attract, identify and hire the best talent to achieve their business objectives. The recruitment lifecycle, also known as the full recruitment cycle or process, includes the entire process, from writing a description for the position to the candidate accepting an offer.

Let's explore what the recruitment cycle is, the main steps in the process, and the importance of holistic recruitment.

What is the recruitment lifecycle?

The recruitment lifecycle refers to the entire process of finding and hiring new employees, from the job description to the end of the selection process. This cycle consists of different steps, each with its own requirements and objectives.

The entire process is comprised of the following multifaceted steps:

• Branding and Attraction
• Search and filter
• Interviews and selection
• Onboarding and Development

Branding and Attraction

The first step in the recruitment cycle is smoke before fire: branding and Attraction. This step involves creating a positive image of your company and making it attractive to candidates, even before they are interested in the position. Before Attract the best talent, it's important for companies to work on building a trustworthy brand. In fact, Forbes reported that 92% of employees would consider changing jobs without a salary increase if the opportunity were in a company with an excellent reputation. The company also reported that “86% of job seekers say they would not consider working for a company with a negative social reputation.”

Areas to focus on when considering the reach of the employer brand include creating a positive virtual presence, posting employee testimonials, and providing a competitive advantage. Building a strong employer brand will have a big impact on quality of candidates that the company can attract and recruit.

Search and filter

The second step in the recruitment cycle is search and filtering. At this stage, potential candidates are identified and filtered based on their skills, experience, and position requirements. The objective of this step, especially in mass recruitment, is to create a pool of qualified candidates who will continue to move to the interview and selection stages.

For the Search for talent, recruiters can use a variety of methods, and recruitment agencies. Once potential candidates have been identified, they are filtered based on their resume, cover letter and initial interview. Previously, these items were done manually, costing recruiters valuable time and increasing the cost per hire for each position. Instead, with automated recruitment, the search steps and filtering can be completed in minutes, instead of hours.

Interviews and selection

The third step in the recruitment cycle is that of interviews and selection. At first glance, this phase is aimed at conducting interviews, evaluating candidates and making decisions. The objective is to select the best candidate for the vacancy based on their skills, experience and position requirements.

However, in recruiting operational roles, the interview stage is not so close to the finish line but rather halfway through. Choosing a candidate for an interview may be a start, but in reality, Schedule and conduct the interview, and getting to the selection step can be a daunting task for any candidate. Unfortunately, at this step there may be ghosting on the part of the recruiter and/or candidate. Therefore, it's critical that employers of operational workers automate their processes as much as possible to manage their teams' time as productively as possible.

As soon as a face-to-face or virtual interview is planned, it is important to evaluate the importance of the meeting itself. An interview is one of the first direct interactions a candidate has with their talent attraction team. 83% of talent say that a negative interview experience can change their mind about a position or company that used to interest them while 87% of people said that a positive interview experience would change their mind about a position or company they weren't sure about. So, even in recruiting operational roles, where recruiters are trying to fill roles efficiently, it's important to try to impress candidates in the same way that interviewers expect them to.

Interview techniques, such as behavioral or situational interviews, can help evaluate the candidate's skills and experience, while business culture interviews evaluate alignment with company values and culture.

Onboarding and Development

The last step in the recruitment cycle is onboarding and development. This phase consists of integrating the new employee into the company, providing them with the necessary resources and information to ensure their success in the position. The objective of this step is to create a positive experience for the new employee and to ensure their long-term success within the company.

Research shows that companies with Strong onboarding processes increase retention rate by 82% and that employees who experience an excellent onboarding process are more than 69% likely to stay with the company for at least three years. Onboarding costs average more than $1,500 per operating employee, so we're not just talking about overall employee satisfaction, but about managing costs and monitoring ROI.

A successful onboarding process should not only help new employees feel valued, connected to the company culture and motivated to succeed, but it should also protect the company from Resignations later on. In turn, providing ongoing training and developing opportunities can help employees grow their careers and contribute to the company's success.

The importance of holistic recruitment

Holistic recruitment is an approach that takes into consideration every step of the recruitment cycle, from the recruitment process itself to employee development and retention. All of this means that each step is not independent, but is integrated into the next. Therefore, the recruitment team focuses not only on attracting the best talent, but also on the long-term retention and satisfaction of potential employees. Holistic recruitment is about optimizing the candidate experience, developing onboarding programs, providing ongoing training, development opportunities, and creating a positive culture.

By opting for this recruitment approach, the brand's reputation will definitely be strengthened, as it focuses not only on filling vacancies, but also on maintaining the relationship between employer and employee.

Creating the full recruitment lifecycle

From branding and attraction, to onboarding and development, understanding how to optimize the recruitment cycle can help companies create an effective and efficient recruitment engine. In addition, opting for a holistic recruitment approach can help companies create a positive employer brand, attract top talent and retain employees for the long term. Recruiters must understand and implement comprehensive recruitment processes to help companies stand out in a competitive labor market and achieve business success.

Automate the recruitment lifecycle

If your company continues with manual processes for recruiting operational roles, resulting in a loss of candidates, burnout in recruiters and high recruitment costs, contact us at Emi.

Emi is the automated operational role recruitment platform that allows companies to quickly fill a large number of positions. The biggest global brands, such as Walmart, Burger King and Heineken, trust Emi to automatically filter thousands of applications, optimize the interview process, personalize each interaction and improve quality, ensuring an excellent experience for candidates. ¡Request your demo today!

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