. Application Submission
What happens: The candidate submits a resume, cover letter, and sometimes answers screening questions.
Purpose: To provide initial information about qualifications and interest in the role.
2. Resume Screening
What happens: Recruiters or automated systems (ATS) review applications to shortlist candidates.
Purpose: To identify candidates who meet the basic requirements.
3. Initial Screening (Phone or Video Call)
What happens: A recruiter conducts a short interview (15–30 minutes).
Topics covered: Work history, motivation, salary expectations, availability.
Purpose: To assess communication skills and basic fit.
4. First-Round Interview
Format: Often with the hiring manager or a panel.
Topics covered: Technical skills, behavioral questions, role-specific scenarios.
Purpose: To evaluate deeper qualifications and problem-solving abilities.
5. Assessments or Tests (if applicable)
Types: Technical tests, case studies, personality assessments, or writing samples.
Purpose: To objectively measure skills relevant to the job.
6. Final Interview(s)
Format: May include senior leadership, cross-functional teams, or multiple rounds.
Topics covered: Cultural fit, strategic thinking, long-term goals.
Purpose: To make a final evaluation of the candidate’s overall suitability.
7. Reference Checks
What happens: Employer contacts previous managers or colleagues.
Purpose: To verify past performance and behavior.
8. Offer Stage
What happens: The company extends a job offer, often followed by negotiation.
Includes: Salary, benefits, start date, and other terms.
9. Onboarding (Post-Acceptance)
What happens: The new hire completes paperwork, training, and orientation.
Purpose: To integrate the employee into the company smoothly.