Application and Resume Review: The process usually begins with the submission of an application and resume by the candidate. Human Resources or hiring managers review these documents to shortlist potential candidates. Initial Screening: Candidates who pass the resume review may undergo an initial screening, which can be a phone or video call. The purpose is to assess basic qualifications, discuss the candidate's background, and determine their interest in the position. Technical/Functional Interview: Depending on the role, candidates might face technical or functional interviews. Technical interviews assess the candidate's skills, problem-solving abilities, and knowledge related to the job. Functional interviews focus on the candidate's expertise in specific areas related to the role. Behavioral Interview: This interview assesses a candidate's interpersonal skills, teamwork, communication, and problem-solving approach. It often includes questions about past experiences and how the candidate handled certain situations. Assessment Tests: Some companies require candidates to take skills or aptitude tests to evaluate their abilities in a controlled environment. Second/Final Interview: Shortlisted candidates may be invited for a second or final interview, which could involve meeting with higher-level managers, team members, or executives. The focus may shift to more in-depth discussions about the candidate's fit with the company culture and long-term goals. Reference Check: Employers may contact the candidate's references to verify information and gain insights into the candidate's work ethic and character. Job Offer: Successful candidates receive a job offer, which includes details about the position, salary, benefits, and other relevant information.