Recruitment Cycle

Recruitment life cycle is a complete process of recruitment such as :

Identification of vacancy
Understanding the requirement, eligibility criteria, qualification and experience
Applying the sources of recruitment
Receipt and Scrutiny of application
Screening the resumes
Preliminary Interview
Conducting telephonic round of interview
Selection tests like Proficiency tests and Aptitude tests
Scheduling personal interviews with concerned department heads
Shortlisting the candidates
Conducting final round of interview
Selecting the right candidate
Checking references
Verifying the collected documents
Conducting Physical and Medical Examination
Issuing the offer letter and placement
Completing the joining formalities
Orientation

Evaluation

Determining why you need to fill the vacancy, the skills and qualifications the job requires and how the position factors into the organization's staffing plan is the beginning phase. When an in-house recruiter receives notice of a job that needs to be filled, the recruiter and the department supervisor or manager discuss the specific qualifications and talent the department needs. This is the phase where collaboration between operations and human resources is a fundamental step in finding a suitable candidate.

Sourcing

Recruiters use a number of methods to source candidates. Sourcing candidates means exploring resources that lead recruiters to a pool of qualified candidates. The sourcing process can include posting job vacancy announcements, perusing social networking sites for job seekers' profiles and creating alliances with members of professional associations. Sources of Recruitment include Advertisement, Personal consultants,Employment Exchanges, Educational Institutions, Waiting List, Present employees, Jobbers and Contractors, Leasing and  Gate Hiring. Sourcing involves reaching out to both active and passive job seekers in hopes of finding several candidates from whom recruiters choose for the next step -- preliminary screening.

Preliminary Screening

Preliminary screening begins with reviewing resumes and employment applications to determine which applicants have the requisite skills and qualifications for the job vacancy. This phase usually ends with a telephone or informational interview where recruiters verify the work history and continued interest of applicants. Applicants who are successful in the preliminary stage generally are invited to a face-to-face interview to give recruiters and hiring managers an opportunity to learn more about the applicants' qualifications.

Selection

In the recruitment life cycle, the actual selection stage begins once the recruiter determines the applicant has the basic qualifications the company needs. The selection process consists of a number of activities recruiters and hiring managers use to learn what candidates have to offer the company.
Direct interview, Non-direct Interview, Patterned interview, Stress interview, Panel interviews,Group interview, behavioral and situational interview questions, auditions and portfolio reviews are all part of the selection process. Online tests.The last step in the selection phase is extending an employment offer or negotiating an employment contract. The decision is final to hire the company's next employee.

Onboarding

The recruitment life cycle doesn't end just because the employee accepted an employment offer. The last phase of the cycle is onboarding, and it's especially important in welcoming the new employee to the organization. Onboarding is the best way to combine orientation, training and introductions for getting the employee off to a great start with your organization. As the onboarding phase wraps up, the employee should be in an ideal position to move forward with a rewarding career.

Documentation/Follow Up by Recruitment Team/Contracts Team /HR Team:
Recruitment manager sends appropriate documents to candidate/candidate's employer
based on mode of hiring. Usually clients send MSA(Master service Agreement) and SOW(Statement of Work) to vendors.
If the candidate is hired on full time/ permanent, HR team sends offer letter, handbook,
w-4, i-9, Insurance enrollment form, benefit summary, Payroll guidelines, insurance guidelines etc.
If the candidate will work as a contractor with client, HR team sends client related
documents like BCG, Drug Test, contract work rules etc.

On joining date:
After all formalities are completed, candidate joins with the client.
On the start date, recruitment manager talks with candidate and informs to the
recruitment team that candidate is all set with the client.

Other Information:
Recruitment Manager talks to candidate on weekly or monthly basis to develop relationship.
Candidate sends timesheets, approved by the client to Finance Team.
Based onthe mode of hiring, the salary structure is decided.
Before the contract ends with the client, staffing companies search for jobs for their
candidates and again the same process will be repeated.