The full cycle recruiter performs valuable services for medium and small organizations, and these organizations place a high premium on their skills. These recruiters build job descriptions, convert passive candidates, screen and disposition applicants, draft offer letters, and manage onboarding. Their broad spectrum of abilities, skills, and knowledge are valuable assets to their companies.
Full cycle recruiters provide a variety of benefits to talent acquisition organizations. They work at both the tactical and strategic level for each phase of the hiring process and develop valuable skills and knowledge as a result. Among these are:
Unfortunately, transactional recruiting processes — like sourcing or scheduling interviews — dominate much of their time.
New technologies in recruiting are changing this model. Recruiters now have access to automated systems to post jobs and schedule interviews. They can harness artificial intelligence to screen and disposition candidates in a fraction of the usual time. AI won’t be replacing recruiters. It will transform their role as strategic partners in the hiring process.
This is the existing model of full cycle recruiter responsibilities. They spend almost all of their time on the transactional responsibilities of sourcing, screening, and scheduling.
This leads to problems for both large and small companies.
Now large, medium, and small organizations can achieve the benefits of full cycle recruiters without sacrificing time or relationships with candidates and hiring managers.
The new model allows recruiters to apply full cycle skills and insight to other parts of the recruiting operation, such as gathering candidate experience metrics, nurturing candidate relationships, or building employer branding content.
That’s because advances in talent acquisition solutions — video interviewing, game-based assessments, and automated sourcing technology — will cut out some of the most time-consuming tasks like screening and sourcing candidates.
Imagine how much more engaged your recruiters can be if they aren’t spending all of their time scheduling interviews, screening, and dispositioning candidates. These are a few ways recruiters can apply full cycle skills and insight after automating their most time consuming tasks.
Full cycle recruiters can be a powerful tool in your company, with flexibility and institutional knowledge to find the perfect candidate and contextual understanding of how every component of the recruiting process impacts the organization. Incorporating AI and other automation into your recruiting process will give recruiters the resources they need to assess and implement the best ways to improve your talent acquisition function.