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Recruitment life cycle is a process that initiates from research identification and ends at extending the formal offer of employment. There are various stages in this process:

Let’s have a look at the process

Identification and research

It is the initial step towards the recruitment where identification of the prospective candidates is done. There are other things to be considered during the selection, viz. educational qualifications, knowledge, skills, location preferences, and many others aspects.


Sourcing of candidates is done from various avenues like job boards, social media, client’s candidate database and responses to adverts.

Screening and checking skill sets

Once the candidates are sourced, based on skill requirements for a role the candidates are screened over the phone to check whether they are eligible for the role. Various aspects like:

  • Profile- Does the candidate possess the skills required for the job?
  • Reasoning- Can the candidates give you a reason good enough to switch jobs?
  • Urgency- what is their sense of urgency to switch jobs?
  • Skillsets: What are their current skillsets and how do they match with the role requirements?

Processing & Salary Negotiation

Post the initial screening, a formal record of resumes and candidate activities is processed and salary negotiations begin.

RTR (Right to represent)

This is a statement from the candidate giving the hiring agency permission to represent them for a particular position. The RTR must be completed within the time frame. It contains the posting ID number listed, and contains a statement of approval from the candidate giving the agency permission to submit. Our clients usually receive the RTR from the candidates that they represent. This is a crucial step in our process as we represent our recruitment agency clients while offering a job to any candidate.

Submitting resume on VMS or the Account Manager

The screened candidate is submitted on the VMS Portal for end client submission. We track the progress of the applicant on the VMS.

Candidate Communication

Once the candidate CV is submitted on the VMS, it is important to be in communication with the candidate to ensure the candidate is updated about the progress of their application. This is where a candidate relationship management tool comes in handy. With a good ATS (Applicant Tracking Software), it should take little effort to track previous engagements to determine which methods have worked in the past. You can also leverage candidate analytics to discover the best time and day to reach them.

Interview preparation

We at IMS, develop a core set of questions to ask each applicant based on the required and preferred skills, knowledge, and abilities listed in the position description. In this stage candidates go through a comprehensive recruiting process that incorporates various steps.

Offer and documentation

We review the applicant’s profile, transcripts, and relevant licenses, certificates and clearances. If information is inconsistent, we seek clarification during the interview process and document everything.

Drug test and background check

A background check should include all of these elements:

  • Work history and educational verification prior to interviews taking place and,
  • Drug test conducted by a third-party administrator before a formal job offer is made

Our clients usually undertake the background check and drug test for the candidates that are selected.

Start date

In general, on boarding can be defined as the process of acquiring, accommodating, assimilating and accelerating new users into the system.

Explore Full Cycle Recruitment with IMS People Possible

IMS People Possible offers full cycle recruitment solutions that help recruitment agencies hire people in a very short span of time. These solutions also support the VMS requirements of the client as IMS takes care of the entire process ensuring that the right candidates are submitted on time. This approach improves talent attraction and improves engagement with them.

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