How do you adapt your full-life cycle recruiting approach to different roles and levels of seniority?

2 Source and attract candidates

The next step is to source and attract candidates who match the role and level of seniority you are looking for. You can use various channels and methods to reach out to potential candidates, such as job boards, social media, referrals, networking, events, or talent pools. You should also craft your employer value proposition (EVP) and job ads to highlight the benefits, opportunities, and challenges of working for your organization and in the specific role and level. You should also customize your outreach messages and follow-ups to each candidate, based on their profile, interests, and goals.

3 Screen and assess candidates

The third step is to screen and assess candidates based on their skills, experience, fit, and potential for the role and level of seniority. You can use various tools and techniques to evaluate candidates, such as resumes, cover letters, phone screens, video interviews, online tests, work samples, or case studies. You should also align your screening and assessment criteria with the role and level requirements, as well as the organizational values and culture. You should also provide feedback and updates to candidates throughout the process.

4 Interview and select candidates

The fourth step is to interview and select candidates who have passed the screening and assessment stage. You can use different types of interviews, such as behavioral, situational, technical, or panel interviews, depending on the role and level of seniority. You should also prepare your interview questions, structure, and format to match the role and level expectations, as well as the competencies and qualifications you are looking for. You should also involve the hiring manager, team members, and other stakeholders in the interview and selection process.

5 Hire and onboard candidates

The final step is to hire and onboard candidates who have accepted your offer. You can use various methods to negotiate and finalize the offer, such as salary, bonuses, equity, relocation, or signing bonus, depending on the role and level of seniority. You should also communicate clearly and promptly with the candidates about the offer details, terms, and conditions. You should also design and implement an effective onboarding program that helps the new hires integrate into the organization, team, and role, as well as learn the expectations, policies, and procedures.