The Applicant Manager Blog

Subscribe to Email Updates


Recent Posts

Ways to Hire & Onboard Remote Workers

Ways to Hire & Onboard Remote Workers

Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...

Tips & Trick for Onboarding a New Hire

Tips & Trick for Onboarding a New Hire

Tips & Tricks for Onboarding a New Hire Finding a new employee may seem like the end of a journey, but a new one is just beginning. Ensuring a smooth onboarding process is critical. It’s not as easy as filling out forms and starting the new job. Having a...

Using Data to Help the Hiring Process

Using Data to Help the Hiring Process

Using Data to Help the Hiring Process Recruiting employees is vital to the success of your business, but it can be difficult to focus your efforts. Recruitment software can help your business analyze data to produce the best results.  Leveraging the power of data can...

What is an End-to-End Recruitment Process?

by | Jul 24, 2018 | applicant tracking systems, Recruiting Best Practices

Using a phone, laptop, and pens to create an end to end recruitment processAn end-to-end recruiting process, also referred to as “full cycle,” encompasses the complete recruiting process from conception to execution. Successful on-boarding is the end goal. When human resource departments and recruiting consultants take the end-to-end approach, companies are more likely to place the right people. 

Here are six steps to create an effective turn-key recruitment process.

Step One: Preparation & Planning

A full cycle recruiting strategy requires that you take time to create a candidate persona and job description.

Your candidate persona should represent the ideal candidate for the job. Document the traits, skills and other characteristics that align with the position you’re seeking to fill. This persona will guide your whole recruitment process, so take the necessary time to fully build out the profile.

Next, write a job description that will attract that persona. Your job description shouldn’t be a laundry list of job requirements. Make people want to apply. Talk about salary range, benefits, perks, and corporate culture and values.


Step Two: Sourcing Candidates

There are two options to explore when sourcing candidates: internal and external. 

Internal sourcing:

  • Internal recruitment – the right person may already be an employee!
  • Employee referral programs – a great fit may be a friend or former colleague of an employee.

External sourcing:

  • Passive candidates – these people aren’t actively seeking a job, but they could be an excellent fit for your business or your client’s job openings. Find them through networking, online research, or your employees.
  • Social media – use paid and organic social media efforts to market your open position and engage both active and passive candidates.
  • Job boards – get your job description in front of candidates who are scouring job boards like or

Step Three: Screening

Ready to narrow down those candidates you’ve sourced? You can either use a manual screening method leveraging resume parsing tools or streamline screening by leveraging an applicant tracking system (ATS) that includes automated screening.

While resume parsing tools can help you search resumes using phrases or keywords to find potential employees, you’re only searching the story that the candidate wants you to hear.

With an ATS, you can use data collection tools to augment the resume and provide critical insights into your applicants’ personalities. 

Step Four: Selecting

You’ve narrowed down your candidates, and it’s time to select the right person for the job. When selecting the ideal candidate, remember to:

Step Five: Hiring

When you find the right candidate, you can call the individual to extend the job offer. Be sure to follow up with a formal job offer letter or email that details duties, work schedule, start date, compensation, benefits, and other pertinent details.

Be prepared to negotiate if the person doesn’t accept your initial offer.

Step Six: Onboarding

This step is key when it comes to reducing turnover. Few things will scare off a new hire more than a lack of guidance and clarity on what he or she should be doing. 

Create an onboarding plan for new employees. Be sure to include:

  • Introductions to other team members.
  • An orientation that covers corporate guidelines, values, and culture.
  • A training schedule to help new staffers get acclimated and ready to succeed.

Streamline your end-to-end recruiting process

Everything that goes into an end-to-end recruiting process may sound time-consuming and costly, but the long-term ROI in hiring the right employees is undeniable. You just need to plan appropriately to strengthen your hiring process.

Selecting the right ATS can solve many of your recruiting challenges and streamline your recruiting process. Learn how the right platform can help your organization hire the best of the best: