1. Application and Resume Screening Application Submission: The process begins when a candidate submits their resume, cover letter, or application form to a company for a specific job opening. Screening: The recruitment team or hiring manager reviews the submitted documents to assess whether the candidate meets the basic qualifications and requirements of the job. 2. Initial Screening (Phone/Video Interview) Purpose: This is often the first contact between the candidate and the company, conducted over the phone or via video call. It helps the recruiter assess the candidate's communication skills, clarify details on their resume, and determine if they align with the role. Content: It may include questions about the candidate’s experience, motivation, salary expectations, and availability. The recruiter may also assess whether the candidate's qualifications match the job requirements. 3. First Round Interview (Technical/Skill-based) Purpose: This stage typically focuses on testing the candidate’s technical skills or role-specific expertise. For technical roles (e.g., software engineering, data analysis), candidates may be asked to solve problems, complete coding challenges, or answer subject-related questions. Format: Depending on the job, it may involve a written test, online assessments, or a live coding session. For non-technical roles, this might involve problem-solving scenarios or situational judgment tests. 4. Second Round Interview (Behavioral/Structured Interview) Purpose: This round usually focuses on assessing how well the candidate's behavior, values, and approach align with the company culture. The interviewer will explore how the candidate handles situations, works in teams, and approaches challenges. Format: Often includes behavioral questions, such as "Tell me about a time when you had to overcome a difficult challenge" or "How do you handle conflict in a team?" It may also involve scenario-based questions to evaluate decision-making and interpersonal skills.