Recruitment Life Cycle

Sep 30, 2020
Recruitment Life Cycle

A Life-Cycle That Needs To End ASAP!

The life-cycle of a recruitment process pans from thirty days to three months. The wide gap that so often becomes the cap of a new hire is the resultant of a variety of reasons.

If the recruitment life cycle extends any more than a month, it adds to the investment of time, resources, and money. The end-to-end recruitment or 360 recruitment you may, is all about engaging the candidate in the process. A slip or miscommunication can hamper the closure of a burning vacancy in a team.

In this blog, we are going to discuss what does a recruitment life cycle look like, what are the key factors that hamper the shortening of a recruitment life cycle, and more.

What does a recruitment life cycle look like?

A recruitment life cycle starts when a company or organization starts to look for a candidate. This search can start through a recruitment portal, a recruitment agency, a consultant or referrals. The company puts its requirement forward and fetches candidate database through the said channels.

Once the data is fetched by screening the applications, the next step is to get in touch with the candidate and interview them on a preliminary basis. After this, if the candidate meets the requirements, he/she is called once again to discuss the package, and finalize the candidature.

After coming to a mutual agreement, the employer issues an offer letter to the candidate for him/her to start the exit procedure with his/her current employer. The candidate serves the notice or the employer buys-out the notice period of the candidate for him/her to join the company as soon as possible!

Wait, wait, wait! We forgot something!

Remember, when we said that the recruitment process pans from thirty days to three months? Yeah, the gap is what we forgot to tell you. 

Why do companies drop off a candidate or rather ghost a candidate mid-recruitment process?

  • Companies do not put enough efforts into intimating the candidate about his/her job application.
  • Hiring managers do not find the candidate a right fit & move to the next one in line.
  • Consultancies or job boards provide a frozen database that does not align with the skills of the said job-opening.

So on, and so forth!

On the contrary, candidates themselves do not get back after agreeing to the terms and conditions of the potential employer. They either get retained by their current employers or get a better package from another company.

Thus, the gap widens and leads to a two-month gap.

Bottom Line

Take it from us, the lesser the recruitment process, the more money & time you save as a recruiter. If you see the process prolonging for more than a period for the first step itself, switch to an entity that gives you instant results with fresh & relevant candidate database.