Application: Candidates submit their resumes and possibly complete an online application form to express their interest in a position. Screening: The initial screening phase involves reviewing applications/resumes to shortlist candidates who meet the basic requirements for the role. Pre-interview assessments: Some companies may request candidates to complete assessments, such as skills tests or personality assessments, to further evaluate their suitability. First-round interview: This is usually an initial conversation with a recruiter or hiring manager to discuss the candidate's qualifications, experience, and motivations for the role. It may be conducted in person, over the phone, or via video call. Technical/second-round interview: Depending on the position, candidates may undergo technical assessments, case studies, or specific skill evaluations. This stage often involves meeting with team members or experts to assess the candidate's knowledge and abilities. Behavioral/competency-based interview: In this stage, candidates may be asked to provide examples from their past experiences to demonstrate how they handle certain situations or exhibit specific skills relevant to the job. The interviewer assesses the candidate's behaviors, problem-solving abilities, and cultural fit. Final interview(s): Candidates who progress to this stage may have additional interviews with senior-level managers, executives, or other decision-makers. These interviews delve deeper into the candidate's potential contribution to the company and their alignment with the organization's values and goals.