1. Application: Candidates submit their resumes or fill out application forms to express interest in a job opening. 2. Screening: Recruiters or hiring managers review applications to identify qualified candidates based on their experience, education, and skills. 3. Initial Interview: Shortlisted candidates are invited for an initial interview, which may be conducted over the phone or through video conferencing. This interview assesses the candidate's general qualifications, communication skills, and initial fit for the role. 4. Technical Assessment: Depending on the position, candidates may be required to complete technical assessments, such as coding tests, case studies, or practical assignments, to evaluate their specific skills and knowledge. 5. In-person/Video Interviews: Candidates who perform well in the initial stages may be invited for further interviews. These could include one or more rounds of in-person or video interviews with hiring managers, team members, or other stakeholders. The purpose is to delve deeper into the candidate's qualifications, problem-solving abilities, and cultural fit. 6. Behavioral and Situational Interviews: These interviews focus on assessing the candidate's behavior, attitude, and approach to various work-related situations. They often involve asking hypothetical questions or discussing past experiences to gauge how the candidate might handle specific scenarios. 7. Reference Checks: Employers may contact the candidate's references to gather additional insights about their past performance, work ethic, and suitability for the role. 8. Final Selection and Offer: After all interviews are conducted and references checked, the hiring team evaluates the candidates and selects the most suitable one(s) for the position. An offer is extended to the chosen candidate(s), including details on compensation, benefits, and start date.