Starting the hiring process is like evaluating a long-term commitment after a single meeting. Imagine deciding to get married after one date – sounds incredible, doesn’t it? Similarly, the interview process often cannot be limited to a single meeting. In practice, the number of interview stages can vary depending on various factors, such as job requirements, organisational policies and market dynamics. However, there are some key interview stages that a candidate should be prepared for. A list of these stages is provided below.
- Preliminary selection of the recruiter.
The initial stage is the preliminary selection of candidates by the recruiter. The purpose of this stage is to set expectations, establish rapport with candidates for further discussion and weed out those who do not meet the basic criteria. This short meeting is usually held over the phone or online and lasts between 15 and 30 minutes.
- Interview with a recruiter.
After the preliminary selection, candidates participate in a more in-depth discussion with the recruiter. This stage involves a comprehensive study of the candidate’s experience, competencies and skills. The focus may be on analysing work achievements, assessing adaptability and communication skills.
- Technical interview or interview with the hiring manager.
Here, candidates communicate with a specialist who oversees the relevant role in the organisation, such as a department head or technical expert. The goal is to assess technical abilities, problem-solving skills, and professional acumen.
- Test task.
Candidates are often asked to complete a specific task or a series of tasks within a set time frame. At this stage, technical skills, critical thinking and general preparedness are tested.
- Gathering references.
The company requests references from former colleagues, supervisors, or other stakeholders to get an idea of the candidate’s performance and character.
- Group interview.
An interview with a senior level professional who is not directly involved in the candidate’s future project. An impartial and objective expert provides unbiased feedback that contributes to a holistic assessment of the candidate.
- Interview with the client/CEO.
A key stage involving interaction with the client or the company’s CEO. At this stage, the discussion often covers strategic issues, corporate culture, past achievements, leadership skills and motivational factors.
To summarise, each stage of the interview process is an integral part of creating a holistic portrait of the candidate. Although the sequence and number of stages may vary, the ultimate goal remains the same – to find the perfect candidate for the position.
The information was prepared based on the materials of HappyMonday.