Full-Cycle Recruiter Job Description
A Full-Cycle Recruiter works in the HR department of an organization and runs end-to-end recruitment processes.
Full-cycle recruiting encompasses all aspects necessary to identify and hire employees and make sure they settle into the organization. The steps in full-cycle recruiting are:
- Finding candidates
The role requires expertise in each step and is pivotal to hiring the best people for an organization.
Similar Job Titles:
Recruiter, Senior Recruiter, Junior Recruiter, Healthcare Recruiter, Lead Recruiter, Executive Recruiter, Entry-Level Recruiter, Corporate Recruiter, Technical Recruiter, Sales Recruiter, Recruiting Assistant, Contract Recruiter
A Full-Cycle Recruiter runs each step in the hiring process up to the completion of a new hire’s probationary period in an organization.
The job’s responsibilities include:
- Preparing the recruitment process
- Creating and placing job ads
- Running interview and assessment processes
- Communicating with applicants
- Liaising with hiring managers to select candidates
- Agreeing on contracts, job specifications, and terms of employment with successful candidates
- Running the onboarding process for new hires
- Reporting to management
Successful recruitment depends on a thorough understanding of the organization’s requirements, and a Full-Cycle Recruiter liaises with the respective hiring manager to ascertain job descriptions, qualifications needed, and desired personality traits.
In collaboration with the hiring manager and the HR and finance departments, a Full-Cycle Recruiter agrees on the proposed compensation package to be offered and the scale of negotiation leeway.
Jobs ads should be designed and worded to attract as many applicants as possible, so a Full-Cycle Recruiter creates them and checks their suitability with the hiring manager.
Placing the ads on the appropriate media ensures a high response rate, and the ads’ success is monitored constantly using tracking metrics.
Depending on the vacancy, a Full-Cycle Recruiter chooses industry-specific media or broadens the search to attract applicants from outside the organization’s field.
An organization’s skill in interviewing and assessing candidates can positively influence immediate business results and the retention of strong employees. A Full-Cycle Recruiter is an expert interviewer and develops a series of assessment exercises to arrive at a shortlist of viable candidates.
The assessment exercises include psychometric tests, formal assessment centers, and skills evaluations.
Based on the assessment results, a Full-Cycle Recruiter compiles a final list of candidates for presentation to the relevant departmental head. Background and reference checks are also conducted at this point in the process.
An organization is careful to maintain a reputation of openness and professionalism in the marketplace to ensure it attracts the best candidates.
A Full-Cycle Recruiter maintains close contact with each candidate on the shortlist to ensure they are kept up to date at every point in the recruitment process.
Unsuccessful candidates are also treated as fairly and respectfully as possible, and a Full-Cycle Recruiter may offer to keep their information on file for possible future vacancies.
While the final decision rests with the hiring manager, a Full-Cycle Recruiter offers advice and recommendations based on the results of the interview and assessment processes.
The candidates undergo a final interview with the hiring manager to facilitate the decision, after which offers are extended to successful candidates.
The process of negotiating a final deal sends a clear message to the successful candidate about the organization’s culture, so a Full-Cycle Recruiter is careful to negotiate in good faith and aim for a win-win outcome.
The negotiations should be friendly and conciliatory, but they can be made easier if a Full-Cycle Recruiter has gathered enough background information on the candidate’s current status during the interview process.
A new hire is often apprehensive, so a Full-Cycle Recruiter is responsible for guiding them through the onboarding process and making them feel welcome.
From the week before their start date to the end of their first week, a Full-Cycle Recruiter is the new hire’s main point of contact and is responsible for them starting and settling in as quickly as possible.
A Full-Cycle Recruiter maintains regular reporting lines to HR management and the respective hiring managers, keeping them updated on the progress of all ongoing recruitment processes.
Roles a Full-Cycle Recruiter Typically Collaborates With
A Full-Cycle Recruiter will work closely with the following posts:
|HR Manager||Human Resources Executive||Compensation and Benefits Manager|
|Benefits Manager||Senior HR Specialist||HR Coordinator|
|Hiring Manager||Corporate Recruiter||Recruiting Consultant|
The national average salary for a Full-Cycle Recruiter will typically be between $39,000 and $81,000 annually in the U.S. The median is around $55,650.
Average salaries for a Full-Cycle Recruiter differ by location as follows:
|San Francisco, CA||$81,516|
|New York, NY||$68,434|
Depending on experience, earnings will vary as follows:
|Experience Level||Average Salary|
|< 1 year||$44,583|
[Company] is looking to hire a dedicated Full-Cycle Recruiter to make sure we attract the best possible candidates for our company.
Your job will be to match the best candidates to vacancies at [Company]. You will run the end-to-end recruitment process for all our open positions and will be at the center of our efforts to get the right people for the future of our business.
You will work closely across the organization and report to HR management.
Your tasks as a Full-Cycle Recruiter will include:
- Working with hiring managers to profile each vacancy
- Running effective and efficient recruitment processes
- Assisting with candidate selection
- Onboarding new hires
- Liaising continually with management
We are looking for the following qualifications, skills, and behaviors:
- Bachelor’s degree in HR
- At least five years’ experience in recruitment, ideally in a corporate environment
- Expert knowledge of recruitment practices, assessments, and evaluations
- Industry-specific knowledge is preferred but not required
- Thorough knowledge of applicant tracking and recruitment software
- Solid understanding of labor legislation
- Excellent analytical and decision-making skills
- Strong written and oral communication skills
- Sound interpersonal skills
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