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Last Updated on June 30, 2022 by Rakesh Gupta My name is Pablo Gonzalez. I’m the creator of HappySoup.io and have been a Salesforce developer for 11 years.  Unless you’ve been living under a rock the last few months (and I won’t judge if you have!), you may have heard
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Job vacancies can cost a company an average of $500 per day.

Companies can save money, improve the quality of their hires, eliminate communication gaps, and increase accountability during the recruitment process by implementing a full-cycle recruitment strategy.

The full-cycle recruitment process is managed by a single full-cycle recruiter or full-cycle recruiting agency.
Full-Cycle Recruiting Process

The full-cycle recruiting process includes six stages: preparing, sourcing, screening, selecting, hiring, and onboarding.
Preparing
The first stage of the full-cycle recruiting process is the preparing stage. A recruiter will begin this stage by working with a hiring manager to identify a hiring need and create a persona — a fictionalized profile of your company’s ideal candidate.
During the next step of the preparing stage, the recruiter and hiring manager will determine how much compensation a candidate will be offered. This information will be used to create a job posting that includes an overview of the role, responsibilities, salary range, benefits, and information about the company.
Sourcing
After creating a persona and job posting, a recruiter will use word-of-mouth, internal recruiting, employee referrals, social media, job boards, or career websites such as LinkedIn and Glassdoor to find jobseekers that fit the ideal candidate persona.
Screening
After finding potential candidates, a recruiter will carefully review applicants’ resumes and cover letters with the help of HR software. Then, the recruiter will perform a phone screen or on-demand interview.
For most talent acquisition leaders, resume screening is the most time-consuming and challenging part of recruitment.
Selecting
After screening and shortlisting candidates, the recruiter will determine which candidate is the best fit for the role by conducting face-to-face or virtual interviews.
A recruiter will ask candidates in-depth questions to learn more about their professional background and qualifications during a face-to-face interview. The recruiter may also have candidates complete writing assignments or a series of tasks to prove they are a good choice for the position.
Once the recruiter selects the best candidate, they will check the candidate’s references or order a background check.
Hiring
The hiring stage is the most important of the process.
After choosing the best candidate for the role, the recruiter will contact the candidate with an official job offer and may have to negotiate the terms of the offer. The candidate may feel more comfortable receiving a job offer from the full-cycle recruiter rather than the hiring manager because the recruiter has been the candidate’s primary contact throughout the hiring process.
Onboarding
The final stage of the full-cycle recruiting process is the onboarding stage. During the onboarding stage of the process, a hire is integrated into the company. The full-cycle recruiter will familiarize the new hire with the company culture and team members using a welcoming orientation or introductory path.
1. Identify the ideal candidate for the role.
A candidate persona is a description of your ideal applicant. Creating a candidate persona will help your recruiter choose the best applicant for the role by honing in on the criteria that your ideal candidate should meet.
To create a persona, start by asking yourself questions about your ideal candidate to identify their skills, qualifications, experience, education, and background. For example, what industry do they currently work in? Do they hold the role that you are hiring for? What are their professional goals? What work environment do they thrive in?
Once you have answered the questions, interview managers at your business who would oversee your ideal candidate and ask about the skills that would help employees thrive in the role. Use the managers’ recommendations to help craft your ideal candidate’s persona.
2. Find potential candidates.
Create advertisements that target jobseekers who fit your ideal candidate persona. Post the advertisements to social media websites and job boards such as LinkedIn, Facebook, and Glassdoor to reach potential candidates searching for new positions.
You can also use promotions and transfers to recruit existing employees who may qualify for the position. Internal recruiting can help your company reduce onboarding time, boost morale, and save time and money.
3. Review candidates’ resumes and cover letters.
Use applicant tracking software (ATS) to scan applicants’ resumes and cover letters for criteria that matches your ideal candidate persona, such as education, years of experience, and previous job titles.
If you are reviewing resumes and cover letters manually, scan each resume for keywords that match the open position. Next, separate them into 3 categories: resumes that do not meet the criteria for the position, resumes that meet some of the criteria, and resumes that meet all of the criteria. Double-check the resumes in each category.
Place the candidates that are closest to your company’s ideal candidate persona on a shortlist.
4. Conduct face-to-face or virtual interviews with shortlisted candidates.
Interviewing shortlisted candidates can help you find the best fit for the job. By interviewing candidates, you can learn more about their experiences and qualifications, their potential to fit into your company culture, and their soft skills, such as how they perform under pressure.
Conducting standardized interviews can also help you view candidates objectively and prevent bias in the hiring process.
5. Contact the best candidate with an official job offer.
After conducting interviews, extend an official job offer to the best candidate. Indeed recommends contacting the candidate by phone the same day as their final interview or within one day of making your decision.
Benefits of Full-Cycle Recruiting
Full-cycle recruiting improves the efficiency of the hiring process in five key ways:
Faster Hiring
The full-cycle recruiting process reduces time-to-hire, making the recruitment process more efficient. Time-to-hire is a measure of the time between when a candidate enters the pipeline and when they are officially hired. A shortened time-to-hire reduces the risk of a company losing out on highly qualified candidates that may be simultaneously interviewing at other companies.
Streamlined Strategy
Using a full-cycle recruiting strategy streamlines the recruitment process. It eliminates delays caused by communication gaps because the process is handled by a single recruiter or agency that can construct a simple strategy and follow it through to the end.
Improved Quality of Hire
Quality of hire measures the value a new hire contributes to a company’s overall success. Improving the quality of hire increases employee engagement, improves job satisfaction and productivity levels, and decreases turnover costs.
A full-cycle recruiter implements a more personalized and thorough process than a traditional recruiter. As a result, full-cycle recruiting improves the quality of hire by precisely identifying the best candidate for a position.
Increased Accountability
Because one person manages the entire full-cycle recruiting process, all of the successes and failures of the process are their responsibility. The recruiter benefits from this responsibility because they can’t lose a candidate due to someone else’s mistakes.
Improved Communication
In full-cycle recruiting, candidates remain in communication with a single person throughout the hiring process. Therefore, the process alleviates any possible concerns a candidate may have about delays caused by miscommunication between hiring personnel.
Full-Cycle Recruiting Process Results
A well-executed full-cycle recruiting process will result in an employee who feels prepared on their first day. This is all thanks to a full-cycle recruiter who guided them through the recruitment process, maintained communication, and provided necessary information about the job position and the company.

It’s no secret that we love email marketing. There are many reasons to love it, but a big one is how impressive the return can be. Email can generate 3,600% ROI when done right (unbelievable, right?), making it a highly effective yet affordable medium for most brands. With very little risk, email marketing is a…
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Travel has always been a fundamental part of my life. A love for not only destinations, but for the journey to reach them, is what led me to found my company, SteamLine Luggage. So during the pandemic, being stuck at home while still promoting travel inspiration to my customers felt surreal.  In October of 2021, my husband Mark and I decided to pack up our bags and embark on a year-long digital nomad journey while each running our respective businesses (he owns Good Mask Company). Oh, and with our four young kids, all under the age of eight. View this post on Instagram A post shared by Sara Banks (@steamlinewithsara)
Me with my husband Mark and sons Milo (8), Reuben (6), Benji (5), and Felix (2) in Lefkáda, Greece.We’ve gotten to spend the past nine months living it up in Lefkada (an island in Greece), Corfu, Mauritius (an island in Africa), and now Bali. Our businesses continue to thrive, and we haven’t completely drained our bank accounts. In fact, now that we’ve seen how well it’s working out, we may even keep at it longer. If it’s doable for us, I think it’s doable for everybody. Here’s a rundown of how we make it work, and the ways I’ve found this experience is even beneficial for my business.What It Takes to Make a Year-Long Trip HappenThe most frequent question I get asked is how we’re pulling this off. Here’s a quick breakdown of the cost and logistical juggling it takes to be a digital nomad, business owner, and parent to boot:The Expenses: What it Cost for My Family of 6 to Travel for a YearAccommodation: €3,500/month ($3,700)Childcare: €2,500/month ($2,650)Other Living Expenses: €2,000/month ($2,100)Total: €8,000/month ($8,450)When my husband and I were mapping out the budget for this journey, we had a theory that we could travel the world for the exact same cost as living in our home in Dublin for the year. We figured that our €3,500/month ($3,700) in rent would go toward Airbnbs, our €2,500/month ($2,650) in childcare costs would go toward flights, and all other living expenses would be the same, if not cheaper, in other parts of the world. In general, this turned out to be true, even considering how travel costs have increased in recent months. Airbnbs in the countries we’ve visited are quite affordable, and we’ve been able to strike even better deals by planning to stay for a month or longer and asking hosts for extended stay discounts. Because we aren’t jet setting to a new place every other week, flight costs have remained reasonable (though we’re actively re-budgeting as flight prices skyrocket), and we’re able to search for tickets with flexible dates and (even flexible destinations) to manage those costs. And everything else, from food to activities for the kids to hiring the occasional caregiver to watch over them, has been much cheaper than it was in Dublin.We have made the intentional decision to stretch our budget a bit to get the absolute most out of this experience. For instance, we found that spending an additional €500/month ($530) on Airbnbs would get us homes that were far and away better. Our current place in Bali, for instance, is a massive property with space for us to spread out, a lush garden and swimming pool for the boys to play in, and a private chef and housekeeper to help us out. We’re not generally lavish people, but paying a little more for these extras has made the experience of traveling with the family (and finding peace and quiet to work) much easier. We also try not to be too stingy with our budget for experiences, since we want our family to soak up everything possible. View this post on Instagram A post shared by Sara Banks (@steamlinewithsara)
Our house in Mauritius had two pools and a beach—not a bad office view.Ultimately, we’re spending about €8,000 ($8,450) a month for our family of six to spend time in some of the most beautiful places around the world, which is a tiny bit less than our cost of living in Dublin. Of course, it helped from a budget perspective that we were coming from one of the most expensive cities in the world to live in and generally planning to travel to lower-cost destinations. Your mileage may vary depending on where you currently live and where you’re hoping to go.The Logistics: How a Family of 6 Juggles Work, Life, and SchoolTraveling while running a business is definitely a juggling act, especially when you add children to the mix. My husband and I aren’t just business owners; we’re digital nomads who need to travel plan, parents who need to homeschool and entertain our kids, and travelers who want to enjoy the places we’re in. Staying in one place longer has helped us manage the logistics of all of these tasks. We’re not having to constantly spend time and energy booking our next thing, and we’re able to settle into a bit of a routine, find people we trust to help us with the kids, and not feel like we have to rush to do everything a place has to offer all at once.The pandemic also gave us a crash course in the skills that would help us make doing all of this possible. Not only are we more used to having the kids underfoot (although we had a nanny at home), my team was already accustomed to working remotely.But, still, succeeding at running a business while traveling requires some scheduling flexibility. My days typically look like this:7:30 am: The kids swim or exercise before school.8am-12pm: The kids homeschool. Depending on our workloads, either my husband or I will look over them while the other has a few hours of focused work.12pm-2pm: Our youngest naps, the other kids have quiet time for art projects or creative play, and my husband and I get some work done.2pm-6pm: The kids may go off to a club activity or go to the beach with a caregiver, giving us a little more work time, or we may decide to do a family activity and either my husband and I watch over them so the other can have a few hours of focused work.6pm on: Right now, all of our meetings and calls are conducted at this time and then after the kids are asleep (which happen to be good times to coordinate calls with people on the other side of the world). I don’t love taking calls after 9pm, but I make it work to foster this lifestyle.Throughout the day: I collaborate with my team of 10 employees and contractors via WhatsApp, and they know they can reach out to me at any time—but they also know I trust them to make decisions without me.I still get all the work done I need to to keep my business moving forward, but rather than knowing I can sit down and get it done in a six-hour stint, it’s a bit more ad hoc. Even if you don’t have kids, it’s nice to have this kind of flexibility to be able to go on adventures during the day and to manage working across different time zones. And anytime I’m struggling through working at an odd hour, I remind myself that I am in [insert amazing country here].What Long-Term Travel Has Given Me and My BusinessSometimes it’s hard when people only ask about the specifics of how we make this work, because I instead want to gush about all the positive things the experience of traveling has given me. There are the very obvious personal benefits of getting to see the world, spend quality time with my family, and give my kids uniquely enriching experiences. But I’ve also gained so much as an entrepreneur and leader.What I’ve Learned as an Entrepreneur From TravelFor one, I’ve found it so much easier to problem solve and think creatively while I’m abroad, because my perceptions and senses are heightened by new things, people, and experiences  every day. I was able to bring some of my team to Mauritius for a weeklong retreat, and we saw this expanded creativity across the company. In fact, we’re implementing several exciting projects today that started as ideas while all experiencing a new environment together.Getting the SteamLine team together in Mauritius was a great way to relax and get creative together.I also think this trip has helped me step back and gain a bird’s-eye view of the business. Being in the weeds can be dangerous for an entrepreneur, and when I’m at home, it’s easy to obsess over the small stuff or get too hands-on with certain projects. Being so far away has helped me step back and understand what’s really important and where I’m really needed.How My Business Has Done During a Year of TravelSo, how has all of this translated to my business’ bottom line? So far, our sales are up 63 percent over last year. And while some of this is a natural spike after the pandemic, our trip has also helped. Part of our goal this year was to share what we are doing and why with others, and we’ve already done six press interviews within the first few months of travel, which have brought increased awareness to SteamLine. I’ve also fostered some significant sales leads in each place I’ve been.Finally, I’ve also met new potential creative partners along the way—people I would have never encountered in my day-to-day life in Dublin, but who have fostered ideas that I hope to bring to life in future collections.Ultimately, my best advice for any business owner considering digital nomading is to just do it. The fears before leaving are so great, but the rewards of doing something like this are so high that any challenges you face really start to feel small.