Home / Blog / How Understanding Recruitment Cycles Can Help You Source Better

How Understanding Recruitment Cycles Can Help You Source Better

5 min read

If You’re A Recruiter, Following The Complete Recruitment Cycle Can Help You Source Better And Fill The Critical Positions In Your Organization.

recruitment cycle

But before we talk about it in detail, let’s understand what is a recruitment cycle. Typically, the recruitment cycle has different stages. These include identifying the requirement, sourcing, screening, interviewing, shortlisting, verification, offer, and joining formalities.

Knowing about each stage in depth can you give an edge over your competitors and help find the most suitable candidates. Let’s understand each of these stages.

Identifying The Requirement

Any recruitment process starts with identifying the requirements and understanding the role of the hiring manager. If you do this bit right, you end up hiring better candidates. Keep a checklist prepared that should include the educational qualification, technical skills, seniority level, years of experience, budget, and other relevant details that can help you narrow your search.

Define Candidate Persona

Remember, before anything else, preparation is the key to hire successfully the right candidate that meets the job roles and fits in the workplace culture. Start with defining your candidate persona and job description.

An ideal candidate persona should have the right mix of skills, characteristics, and behavioral attributes. Having a candidate persona handy means your end-to-end recruitment process becomes easier.


Once you understand the requirement, you need to source the right talent from the vast pool of talent available in the job market leveraging job boards, social media, career websites, and so on. It is better to expand your sourcing from multiple channels instead of limiting to a single channel.


Once you have sourced your potential candidate lists, it’s time to screen and shortlist based on certain parameters. Timeframe (how soon the candidate can join), profile (how suitable is the candidate for the job role), motivation (why the candidate is looking for a change? Is the reason justified enough?) are some of the probable parameters that can help you screen candidates for the initial interview.


Following the screening, arrange for telephonic or face-to-face interview round to further assess the candidate. Have a list of questions prepared beforehand that you intend to ask. Review and analyze the candidate’s profile well to ask relevant questions and avoid asking obvious questions.

While taking the interview, take down notes to summarize your conclusion. Keep the note handy along with the profile for future reference.


If the candidate is shortlisted by the hiring manager, communicate the same. If the candidate does not qualify, share the feedback, and keep a note for future reference.


Once you decide to hire a candidate, gather relevant references to process the background verification as per the company laid guidelines.


Based on the outcome of the verification process, roll out the job offer to the candidate. Once you share the official confirmation, call and brief the candidate about the offers and clarify all the doubts that the candidate might have to help him/her make an informed joining decision.


The recruitment process does not end at the employee accepting the offer. On-boarding and getting the employee started at the workplace is the final leg of the recruitment journey.  Gallup says that only 12 percent of employees say that their employers have a great onboarding experience.

Creating a positive onboarding experience is the key to employee retention. A great onboarding experience starts with an introduction to the team, followed by an orientation of the candidate to the new ecosystem, and finally ending with training to get the person started with the new job role.

As a recruiter, it is important to know the recruitment cycle well and how each stage can be improved. Every stage is crucial to source the best candidate who can value the company and stick around for a long time.

Table of Contents

    Meet the author

    Keka Editorial Team

    A bunch of inspired, creative and ambitious youngsters- that’s Keka’s editorial team for you. We have a thirst to learn new subjects and curate diverse pieces for our readers. Our deep understanding and knowledge of Human Resources has enabled us to answer almost every question pertaining to this department. If not seen finding ways to simplify the HR world, they can be found striking conversations with anyone and everyone , petting dogs, obsessing over gadgets, or baking cakes.


    Thank you for Subscribing!

    Related articles

    Job Description Blog Cover
    How to Write a Great Job Description- Top tips
    Dr. Nishat Afzal 17 min read

    You are just back from a big meeting The company has figured out what it needs to get bigger Hire enough skilled professionals You have been given a huge responsibility Sitting at your desk you try to figure out how to solve this problem You have an idea of what the job entails And posting job adver

    Hiring Tools Blog Cover
    All about Hiring Tools – Introduction, Types, and Advantages
    Balaji Sogathur 8 min read

    Its tricky to find talent that suits your requirements skillset and also is a great fit for your company  If you are still stuck with manual processes you will be spending more time sifting through resumes instead of analyzing them   When youre dealing with a tough job of recruiting the right t

    Guide to an Effective Recruitment Process -13 Touchpoints
    Ahmed ZD 31 min read

    Changing Tides in the Business World   Times have changed And in ways that we could never have imagined   No one could have thought that the world would witness a total and complete lockdown   Neither could anyone have guessed that the USA would officially recognize the existence of U

    cookie image

    By clicking “Accept", you consent to our website's use of cookies to give you the most relevant experience by remembering your preferences and repeat visits. You may visit “privacy policy” to know more about cookies we use.