The interview process typically follows a structured sequence of stages designed to assess a candidate’s qualifications, skills, and cultural fit for a role. Here’s a general description of the process: --- 1. Application Screening Objective: Shortlist candidates based on resumes, cover letters, and application forms. Handled by: HR or recruitment software. Criteria: Education, experience, skills, and relevance to the job description. --- 2. Initial Contact / HR Round Objective: Confirm basic details and gauge interest and communication skills. Format: Phone or video call. Topics: Salary expectations, availability, job location, basic background. --- 3. Technical or Skill-Based Interview Objective: Assess job-specific skills and problem-solving ability. Format: In-person, phone, or online. Examples: Coding test for software roles. Case study for consulting. Financial analysis for finance roles. --- 4. Managerial or Panel Interview Objective: Evaluate team fit, domain knowledge, and behavioral traits. Format: Conducted by department heads or a panel of interviewers. Focus: Leadership, past experiences, conflict resolution, and domain expertise. --- 5. HR Final Round Objective: Discuss final details and assess alignment with company culture. Topics: Career goals, company values, policies, benefits, and next steps. --- 6. Offer & Negotiation Result: Selected candidate receives an offer letter. Negotiation: May involve discussions around compensation, joining date, and role expectations. --- 7. Onboarding (Post-Selection) Objective: Introduce new employees to the company’s processes and team. Activities: Documentation, orientation, training sessions. --- Would you like a version of this tailored for a specific industry like finance, IT, or consulting?