Decoding the Average Hiring Process (AHP): Your Roadmap to Landing Your Dream Job
Understanding the Stages, Avoiding Pitfalls, and Increasing Your Chances of Success
Hey there, amazing Career Clarity Crew!
Navigating job search and hiring processes can feel like wandering through a maze with twists and turns, hidden obstacles, and unexpected challenges.
But what if I told you there's a map that can guide you through the maze and lead you straight to your dream job?
That's what I'm here to share with you today—a full breakdown map of the typical (or “average”) Hiring Process, from the initial application to the final offer.
I refer to this as the Average Hiring Process (or AHP) because every Company (usually) has its own unique or custom process based on a couple of factors.
These can include:
The Company’s goals
The team or department’s goals
The Company’s Values
The Company’s requirements for equitable screening
The Company’s outlined 📖Candidate Experience
For these reasons alone, I always recommend researching everything you can about a Company’s unique Hiring Processes and inquiring with any primary contact (usually a Recruiter or Talent Sourcer) you are speaking with to coordinate your interviews.
💡Pro Tip: Seeking to understand their unique Hiring Processes and practices is seen as very respectful by any Recruiter or Talent Sourcer! It shows you care, and you want to also be respectful of their culture and any established processes. Heck yeah for your double points!
By understanding the different stages, their goals, potential pitfalls, and how to prepare, you can approach your job search and any Hiring Process with greater confidence, clarity, and a strategic mindset.
A High-Level Glimpse
To better illustrate what we’ll be unpacking, I’ve created this visual to better lay out the various stages in an “Average Hiring Process”:
You can come back and reference this visual any time that it’s convenient! I will also continue to keep this updated if I see industry trends swaying one way or another. These fundamental best practices often shift every couple of years (from my experience). Read more about my experience as an Ex-Corporate Recruiter and Executive here.
⚠️ Prestage: ATS Processing
Although this is not “officially” a stage outlined by most Companies, it is a stage I want us as Candidates to keep our finger on the pulse of.
This is the leading cause of your application never being reviewed by a human, and there is both a science and a strategic approach to this stage that I want to deep-dive into.
I won’t be covering it in this post (as we’re assuming you have already been invited to interviews), but I’ll be sure to include an in-depth post soon on this incredibly important prestage. Make sure you’re subscribed so you’re alerted when this post goes live:
Stage 1: Application Review
Overall Stage Goal:
To screen out unqualified candidates and identify those who meet the basic requirements of the role.
Company Goals for the Application Review Stage:
Efficiency: Companies aim to quickly and efficiently screen out unqualified candidates and identify those who meet the role's basic requirements. This can involve leveraging their 📖Applicant Tracking Systems (ATS) to automate the initial screening process, or it is more commonly performed by a human (e.g., a Recruiter).
Alignment with Requirements: Companies want to ensure that selected candidates possess the required skills, experience, and qualifications outlined in the job description. Ideally, they’ll also consider any “nice-to-have” or “preferred” requirements. Ultimately, they're looking for a clear match between a candidate's resume (and application materials) and the role's requirements.
Cultural Alignment: While initial assessments may be limited (or more challenging) at this stage, companies still attempt to look for indicators of cultural alignment in resumes and applications. This can include alignment with company values or evidence of soft skills that are critical to them (e.g., teamwork or communication).
📖 Candidate Experience: Companies also aim to create a positive candidate experience, even at this early stage, by providing clear instructions, timely communication, and a user-friendly application process.
How to prepare as a Candidate/Employee:
Ensure your resume (and cover letter, if required) are tailored to the specific job description and highlight relevant skills and experience.
Keep your resume concise and easy to read, focusing on quantifiable achievements and accomplishments.
If a cover letter is required, make it personal and engaging, showcasing your passion for the role and the company.
Use keywords from the job description to help the Applicant Tracking System (ATS) recognize your application.
Proofread all application materials carefully for any errors or typos.
Stage 2: Recruiter Screen
Overall Stage Goal:
To assess a candidate's qualifications, communication skills, and cultural alignment.
Company Goals for the Recruiter Screen Stage:
High-level checks into Qualifications: The recruiter screen allows for a high-level assessment of a candidate's qualifications, experience, and potential alignment for the role (think more broad than deep). They are often tasked with being the “first screen” to ensure overall alignment.
💡Pro Tip: Don’t assume a Recruiter (or Talent Sourcer) doesn’t understand “the technical”. There is a very good chance (especially if they are a practice lead) that they know the technical very well. Sure, they might not be able to sit down and do what you do, but they understand all the complexities and nuances of what you do and can clearly identify if you don’t know what you’re talking about (trust me!). It’s best to assume they know and allow them to inquire into what you’re sharing if they genuinely don’t understand!
Communication and Interpersonal Skills: Companies want to assess the candidate's ability to communicate effectively, build rapport, and convey their enthusiasm for the opportunity.
Cultural Alignment: Recruiters often act as "culture champions" for the company, evaluating whether a candidate's values, approach, and work style align with the organization's culture and the department or team’s subculture.
Candidate Motivation and Interest: Companies want to gauge a candidate's genuine interest in the role and the company, as well as their motivations for applying and their career goals.
How to prepare as a Candidate/Employee:
Be prepared to discuss your resume and experience in detail.
Recruiters or Talent Sourcers are most wanting to understand your role progression, which includes (for each role on your resume):
How you found the role
How you grew in that role (e.g., what your achievements, milestones, and achieved stretch goals were)
Why you decided it was time to leave that job and move onto the next job on your resume
Practice answering common interview questions, such as "Tell me about yourself" and "Why are you interested in this role?"
Research the company and the role thoroughly
Be authentic, engaged, and enthusiastic in the opportunity to speak with the Recruiter about the role you applied for
Ask insightful questions about the role, the team, and the company’s culture
Optional: Follow up with a thank-you note to express your gratitude and reiterate your interest
I’ve found that some Recruiters really appreciate it, and others don’t care either way. Follow your intuition and be authentic to your professional brand on what’s best for your unique situation!
Stage 3: Hiring Manager Screen
Overall Stage Goal:
To more deeply evaluate a candidate's technical skills, experience, and alignment with the manager of the role (usually the Hiring Manager) and their team’s subculture.
Company Goals for the Hiring Manager Screen Stage:
Technical Expertise and Experience: The hiring manager screen focuses on evaluating a candidate's technical skills, knowledge, and experience relevant to the role.
Alignment with Team and Role: Hiring Managers assess whether the candidate's skills and experience align with the specific needs and expectations of the role and the team.
Cultural Alignment and Values Alignment: Hiring Managers also evaluate the candidate's potential alignment with their unique team's subculture and the overall company's values, ensuring a harmonious and productive working relationship.
Coachability: Hiring Managers want to assess how “coachable” you are (aka how flexible, adaptable, and open to change you are). This is critical for them, as if you aren’t aligned with their unique leadership style and are not someone who can “go with the flow” yet “change where and when needed”, a Hiring Manager will then seek out a candidate who is. This is often the most common reason candidates get rejected at this stage.
Problem-Solving and Decision-Making: Hiring Managers may assess a candidate's ability to think critically, solve problems, and make sound decisions in a work-related context. This is critical if you are a lead or technical expert in your role.
How to prepare as a Candidate/Employee:
Be prepared to discuss your technical skills and experience in depth
Share specific examples of your accomplishments and how they relate to the role's requirements
Demonstrate your understanding of the company's values and culture
Build rapport with the hiring manager and showcase your enthusiasm for the opportunity. This is your opportunity to get to know them and determine if they are the “right” type of leader for you, just as much as an opportunity for them to fall in love with you as a top candidate!
💡Pro Tip: "Enthusiasm” doesn’t mean “jumping up and down” or being “extroverted”. It means expressing yourself in your own unique and authentic way and sharing your excitement about the role, the opportunity at the Company, and/or the opportunity to work with the Hiring Manager or their team. It’s critically important to express your interest in the role. This is what tells them you want it, and you are a more minimal 📖flight risk if you are hired.
💡Pro Tip: To more easily or clearly determine if they are the “right” type of leader for you, ask them this question: “If I were to speak with one of your current direct reports or past reporting teams, how would they describe your leadership style or approach? Equally, what things can your direct reports do to help empower you as a leader, as well as what things can they do to cause roadblocks or additional challenges for you?” This should provide you an instant understanding if they are aware of how others see them (especially their direct reports), as well as how aware they are of their own leadership style or approach. This also may give you a glimpse into the things they expect from their team, as well as their pet peeves about their direct reports.
Seek to understand more from the Hiring Manager about their unique leadership style or approach, as well as more information on how they lead their team and what working on their team is like
Ask insightful questions about the team, the challenges, and the longer-term growth opportunities or growth paths that would be available for this role.
💡Pro Tip: Hiring Managers aren’t very receptive to hearing an inquiry into growth opportunities that may be available in the next 6 months. Most Hiring Managers expect you’ll be in your role for 6 months - 18 months (or more, depending on the company) before considering more growth or a promotion. Keep this in mind when you phrase this question. It should be more about long-term growth (or down the road, and identifying when this road is typical at their Company). By phrasing it this way, you are seen as someone who is looking for a place to “set down roots” and you are a more minimal 📖flight risk if you are hired.
Stage 4: Assessment
Overall Stage Goal:
To further assess a candidate's skills and abilities, often through a technical test, a project, or a presentation.
Company Goals for the Assessment Stage:
Objective Skill Evaluation: Assessments provide a more objective way to evaluate a candidate's skills and abilities, often through standardized tests, coding challenges, or work sample simulations.
Performance Under Pressure: Some assessments may be designed to evaluate the candidate's ability to perform under pressure, meet deadlines, or handle challenging tasks.
💡Pro Tip: I’ve found that the best approach to these types of assessment rounds is to be very honest and transparent. Even if you can’t achieve the “correct answer”, be sure to expand and walk through your thought processes (aka show your work). Depending on the rigidity and expectations of the Hiring Manager, I’ve seen candidates who might not get the answer 100% correct, but explaining their work or their approach to solving the problem is what ended up getting them hired!
Alignment with Specific Technical Requirements: Assessments help companies ensure that candidates possess the specific technical skills and knowledge required for the role, especially in lead or specialized positions.
Candidate Engagement and Motivation: Completing assessments can also demonstrate a candidate's commitment to the opportunity and their willingness to invest time and effort in the Hiring Process.
How to prepare as a Candidate/Employee:
Ask your contact (likely your Recruiter) for any tips, guidance, or advice on how to approach the Assessment. Sometimes, they can give you a bonus tip you didn’t realize or anticipate!
Prepare thoroughly for the assessment, reviewing relevant materials and practicing your skills
Example: if a 3rd party administers their assessments, fully research them as well.
💡Pro Tip: Often, you can gain valuable insights on websites like Glassdoor, LinkedIn, or Indeed on others’ experiences with Assessments. There could be a tip or guidance there that’s helpful. But always take it with a grain of salt. Sometimes, companies may switch it up, or they may decide to do a different type of assessment with your interviews. Use it as a data point and prepare so it’s not a “surprise” if it does end up happening!
Approach the assessment with a positive and proactive attitude
Showcase your problem-solving skills, creativity, and attention to detail
Communicate effectively and demonstrate your ability to learn and adapt
Stage 5: Team Interviews
Overall Stage Goal:
To assess a candidate's ability to collaborate effectively with team members and other stakeholders.
To reduce the number of finalist candidates for Final Stage consideration.
Company Goals for the Team Interviews Stage:
Collaboration and Teamwork: Team interviews assess a candidate's ability to work effectively with others, communicate collaboratively, and contribute to a positive team environment.
Cross-Functional Alignment: Companies want to ensure that a candidate can collaborate effectively with individuals from different departments and backgrounds, fostering a cohesive and productive work environment.
Further Cultural Alignment and Values Alignment: Team members often provide valuable insights into the candidate's potential alignment with the company culture and values, ensuring a harmonious and productive working relationship. With additional Team Members now hosting interviews, the Company will get a more “360-degree” vantage point of how you align (or don’t align) with how they approach business.
💡Pro Tip: The one shocking thing I learned over my 20+ years of experience as an Ex-Corporate Recruiter was how Hiring Managers thought someone's approach to their job was more important than the technical aptitude of what someone knew (or how they could do their job). This often is referred to as the difference between 📖 Soft Skills (your approach) vs. your 📖 Hard Skills (the technical skills you have to do a job). I watched countless candidates who were absolute technical gurus get rejected because the way in which they approached others or the problems they were solving did not align with the company culture and/or values. So 9 times out of 10, I’ve found that how you do what you do is more important than what you know how to do!
Diverse Perspectives: Gathering feedback from multiple team members provides a more holistic view of a candidate's strengths and weaknesses, reducing the risk of bias in the hiring decision.
How to prepare as a Candidate/Employee:
Research the interviewers and their roles within the company
💡Pro Tip: Check out their tenure, what roles they’ve held, and if you have any parallels in common with them. These details are great to leverage during your interview with them!
Be prepared to discuss your experience working in teams and collaborating with others
Showcase your communication and interpersonal skills
Demonstrate your ability to contribute to a positive and productive team environment
Ask insightful questions about the team dynamics (including cross-functional teams), culture, and challenges
Stage 6: Final Interviews & Decision
Overall Stage Goal:
To make a final decision on a candidate and extend an offer (if applicable)
Company Goals for the Final Interviews & Decision Stage:
Selecting the Best Aligned Candidate: The final decision stage involves carefully evaluating all the information gathered throughout the hiring process to select the candidate who best aligns with the role's requirements, the team's needs, the Hiring Manager’s leadership style or approach, your potential growth at the company (in the future), and the company's culture and values
Efficiency and Timeliness: Companies ideally aim to make a timely decision to avoid losing top candidates to competing offers or delaying the onboarding process
💡Pro Tip: There are thousands (literally) of reasons why an offer decision or procuring an offer can be delayed. The most important thing to remember: it’s not you (literally, 99% of the time in my experience!). You’ll just need to make a decision based on your own goals and priorities if you're willing to wait (if the wait is going on a week or two+).
Positive Candidate Experience: Even if a candidate is not selected, companies strive to provide a positive experience by communicating transparently and offering as much insight or feedback as they are allowed to share.
💡Pro Tip: Keep in mind that most companies I’ve worked for (and those of my colleagues or friends) do not allow them to provide any specific feedback to candidates. They often provide a “company approved word track” that Recruiters must (literally) read to you. This is a reality, given the compliance landscape for Talent Acquisition functions. So please remember again that it’s not you.
Ensuring a Smooth Transition: Once a candidate is selected, companies focus on creating a smooth preboarding experience to help their new hire integrate into the team and contribute to the company's success before they even arrive.
How to prepare as a Candidate/Employee:
Be patient and respectful of the hiring process and timeline
💡Pro Tip: I would not recommend giving “ultamadems”, thinking this will help move things more quickly. This instead creates a frenzy of energy around you and your candidacy, which I’ve often seen backfire. If the process or decision is taking too long, it would be better to share your honest feedback and where you’re at (e.g. that you’re considering withdrawing your candidacy because you want to be respectful of their time, and you don’t feel yours is being currently respected) than to say “if I don’t hear from you in X days, consider me gone!” (I’ve heard this more than I would ever like to admit!). If they’ve broken a boundary you have, it would be better to excuse yourself from the process (with a transparent live conversation with your Recruiter or company point of contact) than ghost them back. I recommend a live conversation, as you want to be mindful of putting anything in writing (as it can always be referenced in the future, with or without context).
Ask the Recruiter (or your company point of contact) if it would be helpful for you to follow up with them if they don’t reach out to you
💡Pro Tip: In most situations (in my experience, 90%+), the Recruiter is waiting on someone else to make a final decision or deliver an offer. This is the most crucial deliverable they have as an individual contributor at their company. They haven’t forgotten about you. Over 90% of the time, they don’t have an answer and have “run out” of excuses to share. I don’t believe any Talent Acquisition Professional should “ghost” a candidate, but this is often why. It’s never an excuse, but I just want to share the context with you from my experience. It’s usually someone or something else as the culprit.
Follow up with the recruiter or hiring manager if you haven't heard back within the reasonable stated timeframe
💡Pro Tip: I always advise a “safe” bet is 1 week from the day they shared they would follow back up with you or provide you an answer.
Be prepared to negotiate your salary and benefits package
💡Pro Tip: I always say to “assume positive intent” and “assume positive outcomes”! This is the best energy you can hold within yourself and about the outcome of the process. I believe we are what we attract, so this can help you receive the best of whatever is coming your way!
Evaluate the offer carefully and make an informed decision that aligns with your career goals and values
Remember, the Hiring Process is a journey with a pitstop, not a final destination.
It's an opportunity for you to showcase your brilliance, connect with potential employers, and ultimately find a role that aligns with your passions, values, and career goals.
By understanding the process, preparing effectively, and embracing your authentic self, you can navigate the journey with confidence and achieve the success you deserve.
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