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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.
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.
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.
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.
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.
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.
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.
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