Full Cycle Recruitment Module

Full Cycle Recruitment Module - World Wide Access Staffing

Date Posted: Sep 27, 2025

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Job Detail

Location:

Freelance
Company:

World Wide Access Staffing
Type:

Training
Shift:
Career Level:

Entry Level
Positions:
Experience:

Entry Level
Gender:

No Preference
Degree:

Non-Matriculation
Apply Before:

Feb 01, 2029

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Job Description

This module is designed to showcase your skills for employers. It is not an open job position. Complete the module to demonstrate your abilities through videos, portfolios, and skill assessments so employers can discover you for relevant opportunities

Full Cycle Recruitment Module – Candidate: Roger

Parent: Tom

Platform: jobs.worldwideaccess.net

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1. Job Description (ATS Keywords Highlighted)

The Recruiter is responsible for:

Designing and implementing recruiting strategies

Developing and updating job descriptions and specifications

Performing job and task analyses

Preparing recruitment materials and posting to job boards, colleges, newspapers

Sourcing and recruiting candidates via databases, social media, and referrals

Screening resumes and applications

Conducting structured and competency-based interviews

Assessing knowledge, skills, soft skills, experience, and aptitudes

Onboarding new employees

Monitoring HR best practices and ensuring compliance

Providing recruiting reports

Building strong candidate relationships

Promoting the company as the best place to work

Qualifications / Requirements:

Experience as a Recruiter (in-house or staffing agency)

Proficiency in ATS, HRIS, CMS, recruiting software

Strong communication, interpersonal, and decision-making skills

BS/MS in Human Resources Management

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2. Career Coach Guidance – Skills by Category

Career Coach Lisa categorizes the job description to guide Roger:

Strategic & Management: Designing recruiting strategies, planning hiring, balancing company and candidate needs

Technical / ATS: Using ATS, HRIS, CMS, generating reports, tracking candidates

Interview & Assessment: Conducting structured, competency-based interviews, evaluating candidates

Candidate Engagement & Onboarding: Building relationships, onboarding, promoting company culture

Analytical & Compliance: Monitoring HR best practices, reporting, ensuring compliance

Communication & Interpersonal: Collaborating with hiring managers, presenting jobs, negotiating

Roger uses these categories to structure his self-assessment, video responses, and profile submissions.

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3. Self-Assessment – Video-Based

Instructions: Roger creates YouTube videos answering questions for each skill category:

Strategic & Management:

How confident are you in designing recruiting strategies?

Describe a time you balanced company needs with candidate expectations.

What are your strengths and areas to improve?

Technical / ATS:

How proficient are you in ATS, HRIS, CMS, or recruiting software?

Provide examples of tracking candidates or generating reports.

Which technical skills need improvement?

Interview & Assessment:

How do you conduct structured or competency-based interviews?

Provide examples of evaluating candidate knowledge, skills, or soft skills.

What interviewing techniques do you want to improve?

Candidate Engagement & Onboarding:

How do you build strong relationships with candidates?

Describe onboarding experiences ensuring smooth integration.

Which parts of engagement or onboarding require improvement?

Analytical & Compliance:

How do you generate reports and analyze hiring data?

How do you ensure recruitment processes comply with HR policies?

Which analytical or compliance skills need improvement?

Communication & Interpersonal:

Share an example where your communication positively impacted hiring.

How do you collaborate with managers and stakeholders?

Which interpersonal skills could you strengthen?

> Roger uploads these videos to his profile for employer review.

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4. Interview Podcast – Q&A Style (WorldWide Access)

Hosts: Hiring Manager + Recruiter

Format: Questions aligned with job description and ATS keywords

Sample Questions:

1. Strategic & Management – “Describe a recruiting strategy you implemented successfully.”

2. Technical / ATS – “Which systems do you use to track candidates and generate reports?”

3. Interview & Assessment – “How do you assess candidate knowledge and soft skills?”

4. Candidate Engagement & Onboarding – “How do you build relationships and ensure smooth onboarding?”

5. Analytical & Compliance – “How do you ensure hiring complies with HR policies?”

6. Communication & Interpersonal – “Describe a time your communication positively impacted hiring.”

> Roger responds via YouTube video links in his profile.

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5. Employer Podcast – Skills Needed (Adam)

Adam explains the skills and qualities he values in each category.

Roger reflects and submits a video response showing alignment with employer expectations.

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6. Family Podcast – Career Story (Parent: Tom)

Tom provides personality insight:

> “I’m Tom, and Roger is organized, empathetic, and driven—qualities that make him effective in planning, candidate engagement, and communication.”

Roger links these traits to his skills and experiences via video.

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7. Employer Mission Video

Company mission: “We are employee-based and caring; recruiters help foster this culture.”

Roger submits a video reflection showing how his skills and values align with the mission.

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8. Expert Review – Benchmarking

Experts compare model candidates:

John: strong ATS skills, weaker engagement

Adam: strong engagement, weaker documentation

Roger records a reflection video, assessing his strengths and weaknesses relative to these benchmarks.

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9. Perspective Section – Multi-Viewpoint Assessment

A. Staffing Expert Perspective:

Strengths: Strategic thinking, ATS proficiency, candidate engagement

Improvement: Structured interviews under pressure

B. CEO Perspective:

Strengths: Mission alignment, data-driven hiring

Improvement: Cross-department strategy experience

C. Employee Perspective:

Strengths: Communication, empathy, reliability

Improvement: Conflict resolution, negotiation

D. Company Perspective (HR/Management Team):

Strengths: HR best practices, reporting, diversity awareness

Improvement: Handling complex multi-stakeholder scenarios

E. Industry Perspective:

Strengths: Adapting to staffing trends, remote recruitment awareness

Improvement: Innovative sourcing, emerging tech adoption

> Employers get a 360° view of candidate skills, personality, and cultural fit.

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10. Call to Action (CTA)

Candidate completes profile on jobs.worldwideaccess.net

Uploads all YouTube videos (self-assessment, interview podcasts, family, employer mission, expert review)

Employers can review skills, personality, and mission alignment

Candidate can update videos and reflections for continuous improvement

This training is provided by World Wide Access Staffing in partnership with Job Portal. Our mission is to help employers and jobseekers succeed within our ecosystem: Join and Grow as One. This module is designed to showcase your skills for employers. It is not an open job position. After completing the module, create your profile and demonstrate your abilities through videos, portfolios, and skill assessments so employers can discover you for relevant opportunities.

Benefits

N/A

Skills Required

RECRUITER

Company Overview

World Wide Access Staffing

Queens, New York, United States of America

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World Wide Access – Company Profile About Us- Join and Grow as one World Wide Access is a customized staffing and career resource hub that supports employers and job seekers alike. We provide tools, guidance, and talent solutions to make hiring an... Read More

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