6 Main Stages of the Recruitment Life Cycle

Stages of the Recruitment Life Cycle

The recruitment lifecycle is essential for many companies to find the right people to fill open positions. This system can be especially useful if your company is looking for long-term employees. 

However, an end-to-end recruiting process should go through several different stages to be successful. This article explains what lifecycle recruiting is and what it entails.

What Exactly is the Recruitment Life cycle?

A candidate’s need or need triggers the recruiting lifecycle, which concludes when the candidate is hired or placed effectively. This includes everything from when you decide you need a new employee to your new salary.

When we reach the cycle’s end, it starts over again. This allows you to systematize your hiring process. It also allows you to constantly adjust your hiring process to make fewer mistakes and hire more outstanding employees.

The recruitment lifecycle helps hire every employee. Whether you’re looking for part-time staff for your customer service department or your next CEO, this process can increase your odds of finding that outstanding employee.

Who Uses Recruitment Life Cycle?

These steps are usually done by a department head or manager in a smaller company. 

In mid-sized companies, the complete process is usually done by someone from the HR department. 

Larger companies may have independent HR departments dedicated to each step of the entire recruitment process.

Stages of the Recruitment Life Cycle

Let’s now examine the full life cycle of recruitment that encompasses six main stages: preparation, sourcing, screening, selecting, hiring and finally, onboarding.

No stage is more crucial than another. Instead, they all cooperate to aid in your search for the hiring of excellent personnel.


The first step in the recruitment process is preparation. In this step, you define the ideal candidate and prepare the search for that ideal candidate. There are many factors that you will probably want to consider.

First, you and your team must agree on the skills, education, and experience you want for this open position. While this may seem obvious on the surface, it’s important to sit down with your team and agree on the details.

Along with these “hard” skills and experience, you can also look for “soft” factors. These can include personality traits and other factors that fit your company’s culture. Once you’ve settled on these qualities, you’ll want to write a job description that clearly outlines those requirements.


Next is the acquisition phase. Here you want to look for both active and passive candidates. Candidates can come from anywhere, so you want to make sure you cast a wide net.

Some places you can source candidates include your website, social media sites like LinkedIn, and career page website. Referrals are also a great source of potential earnings.


The third step is screening. This happens when you have acquired a large number of applicants. You and your team review candidate resume determining which candidates are qualified.

If you’re interested in candidates, you’ll probably schedule in-person or phone interviews. Although this stage of the recruitment process can be long, it is important to be patient and add promising candidates to your list.

Recommended Read: Successful Recruitment Strategies – Do You Have One?


The fourth stage is the selection process, which involves in-depth candidate interviews. Once you’ve followed the first three steps, you know what you’re looking for and should have a strong pool of candidates ready for interviews. Then, interview everyone who made it to the selection stage and ensure you have detailed and well-prepared questions for applicants. This part is crucial to know everything about each person before starting the next recruitment phase.

Behavioral interview questions can also be understandable. Finally, you might need to conduct a formal background check or reference check, depending on the position.


After conducting the interviews, you can start narrowing down the candidates and deciding who you want to hire. Once you’ve selected a candidate, contact them and make a formal job offer. Be sure to review all the details of the terms and conditions of employment, which often include salary, hours, and what the job entails.

If the person you choose does not accept the job immediately, you may need to negotiate with them about the terms of the job offer. This can be a very sensitive part of the entire lifecycle recruitment process, so it’s important to approach it carefully. So before you call your chosen candidate, be open and aware of what you can offer. When you are ready, you may be confident that you will be able to respond to whatever they have to say and, perhaps, reach a mutually agreeable arrangement.


Onboarding is the final stage of the recruitment process and involves entering into a formal contract with the hire. Next, giving new hires a tour of the business will assist them in integrating by allowing them to get to know the place and meet other staff members. Then new employees receive appropriate training on the performance of work tasks and accuracy in work.

Finally, assign them all the necessary tools and ask the IT department to add them to the system and give them access rights.

HR officers must explain and implement the company’s culture. The main purpose is to guide them and welcome them to the team. Be sure to answer their questions and address employee concerns.


Due to the complex recruitment stages, it is vital to use technology to manage them. For example, HR software for the recruitment process keeps records and monitors progress, and work becomes more convenient as the system integrates all stages. 

As a result, there is no back-and-forth between stakeholders, and applicants benefit from using an online recruitment portal as it is easy to use and saves time in the application process.


What are the different stages of a complete cycle recruitment process?

There are six main stages of a recruitment life cycle: preparing, sourcing, screening, selecting, hiring, and onboarding.

What are the benefits of full life cycle recruiting?

Here are some main advantages:

– Increase accountability
– Streamline the hiring process
– Better candidate experience
– Improve the quality of hire
– Decrease hiring time

What are the recruitment KPIs/metrics?

Here are some of the most impactful recruitment KPIs:

– Time to hire
– Number of qualified candidates
– Submit to interview ration
– Interview to offer ration
– Cost per hire
– Quality of hire
– Candidate net promoter score
– Recruitment site analytics

What is the 360 recruitment process?

360 recruitment, also known as full cycle and end-to-end recruitment, is a full-service model of recruitment. It includes a number of different stages, which have already been described above in this article.

A Full Life Cycle Recruiting Tool

All these recruiting stages seem complicated and very time-consuming, right? 

All you need is the right tool that offers solutions for recruitment cycle stages and challenges. 💪 Our SpringRecruit is an all-in-one recruiting platform that can help you organize and streamline your recruiting process. This tool helps you manage, monitor, track and measure your whole, end-to-end recruitment process from one place.

Pawan Kumar

I'm a Content Marketer at Springworks. I've been featured in many reputed publications and online magazines! I'm an avid reader and movie buff. Let's connect on Social Media.

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