Rethink Recruiting Innovation with the CP/CL Model
Rethink Recruiting Innovation with the CP/CL Model
Rethink Recruiting Innovation with the CP/CL Model
Setting the Stage: A Quick Intro to CI/CD
- Continuous Integration (CI) means developers constantly integrate new code into a shared repository. This keeps code up to date and allows for early error detection.
- Continuous Deployment (CD) takes things a step further. When CI is complete, CD automates the release process so changes can be deployed immediately (if they pass all the tests).
Enter the CP/CL Model: Continuous Placement, Continuous Learning
Breaking Down the CP/CL Infinity Loop
1. Understand Needs (Planning Stage)
This is where it all begins. In the same way developers plan and prioritize, we recruiters need to understand client needs inside out.
I’m talking about everything from job requirements to the softer stuff—team culture, preferred skills, and the “nice-to-haves” that make a candidate stand out.
2. Source (Our Coding Stage)
Think of this as writing the initial code for a placement. Here, we dive into our sourcing process, armed with everything we’ve learned from the last placement and client feedback.
And according to me, the key here is a mix of proactive and reactive sourcing. We don’t just wait for resumes to pour in; we’re actively building candidate pipelines, leveraging AI, and tapping into our networks.
This phase is all about speed and accuracy—finding candidates that don’t just tick boxes but bring something unique to the table.
3. Screen and Qualify (Building the Code)
Here, we’re putting candidates through their paces, checking qualifications, assessing fit, and making sure they’re “production-ready,” so to speak.
This stage feels a bit like quality assurance (QA) in software development. If a candidate is almost perfect but needs a little more polish, it’s up to us to bridge the gap.
4. Match and Present (Testing)
After screening, we’re in the “match and present” phase. Just as in CI/CD where code is tested before deployment, here we “test” our candidate with the client.
By presenting them in the best light and sometimes even tweaking our pitch based on client feedback, we’re in the zone of refining, adjusting, and perfecting the match.
5. Placement and Onboarding (Deployment)
This is where the placement finally “goes live.” We’re rolling out the candidate into the real world, and this can be nerve-wracking, just like going live with a new software release.
But our work doesn’t stop at deployment; we guide the candidate through onboarding, ensuring they’re settled, supported, and, ideally, set up for success.
6. Feedback and Follow-Up (Monitoring and Feedback)
Just like in software, there’s always room for improvement. By gathering feedback from both clients and candidates, we close the loop and start thinking about our next iteration.
Did the client feel the match was perfect? Did the candidate find the role met their expectations? Honest answers to these questions are what drive Continuous Learning.
7. Learning and Adjustment (Continuous Learning)
With each placement, we gain insights that help us improve future matches. This might mean refining our screening process, adjusting our sourcing strategy, or even just learning a new trick to keep candidates engaged.
In my view, this is where CP/CL really shines. By keeping learning at the center of our loop, we ensure that every placement is informed by the last, making us a little bit better each time.
Why the CP/CL Model Works (And Why It’s Needed)
1. Better Matches, Faster Placements
2. More Satisfied Clients and Candidates
3. Staying Ahead of the Curve
4. Data-Driven Decision Making
The Future of Recruiting with CP/CL
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