By Saeed Mirshekari
September 12, 2024
The Hiring Journey: From Resume Submission to Moving On
In today’s fast-paced and ever-evolving professional landscape, the hiring process has evolved into a multi-stage journey. From the moment you hit "submit" on your resume to the day you move on to a new role, there are key milestones to navigate. Understanding these stages helps demystify the process, prepare you for what's ahead, and set you up for success in your career.
In this post, we’ll break down the hiring process into 15 stages, starting from submitting your resume to your last day on the job. Let’s dive in.
1. Review: The First Glance at Your Resume
The hiring process begins when you submit your resume. It’s often the first impression you make, and it will either get you in the door or leave you on the outside.
Hiring managers or automated applicant tracking systems (ATS) typically review resumes to filter out candidates based on key factors like experience, skills, and education. Tailoring your resume for each role you apply to is crucial to pass this initial stage.
What to Focus On: Ensure your resume is well-structured, highlights your strengths, and includes keywords from the job description.
2. Screen: The Initial Interaction
If your resume passes the review stage, the next step is a screening call. This is typically a short conversation with a recruiter or HR representative. The goal is to quickly gauge your fit for the role and your interest in the company.
Common Questions: You might be asked about your current employment status, salary expectations, and why you're interested in the role.
3. Assessment: Testing Your Skills
The assessment stage can vary widely depending on the role. Some companies may require a technical test, coding challenge, or project submission, while others may rely on personality tests or case studies. The goal is to assess your skills and ensure you have what it takes to succeed in the job.
Tip: Prepare thoroughly by reviewing job-specific skills, doing mock assessments, and practicing your problem-solving approach.
4. Interview: Meeting the Team
Once you've passed the initial screenings and assessments, it’s time for the interviews. These can range from one-on-one meetings to panel interviews, and may be conducted in person or virtually.
Interview Types:
- Behavioral Interviews: Focus on your past experiences and how you handled specific situations.
- Technical Interviews: Test your technical expertise and problem-solving abilities.
- Cultural Fit Interviews: Evaluate how well you align with the company’s values and work environment.
Prepare for Success: Research the company, practice common interview questions, and be ready to showcase both your technical and soft skills.
5. Reference Check: Verifying Your History
After a successful interview, employers may conduct a reference check. This involves contacting your previous employers or colleagues to confirm your qualifications and gather feedback on your work performance.
Tip: Be sure to provide references who can speak to your skills, work ethic, and character. Inform them ahead of time to expect a call.
6. Offer: The Big Decision
If everything goes well up to this point, you’ll receive an offer. This is where you and the employer negotiate the terms of your employment, including salary, benefits, and start date.
Negotiation: Don’t be afraid to negotiate. Be clear about your needs and what’s important to you, but also be realistic about the company’s budget and constraints.
7. Hire: Securing the Role
Once you accept the offer, the hiring process officially concludes, and the onboarding process begins. You’re now hired! You’ll typically receive an official offer letter and information on your start date, onboarding process, and next steps.
Tip: Stay organized during this period and ensure that you complete all necessary paperwork.
8. First Day on the Job: A New Beginning
Your first day on the job is filled with excitement and nerves. You’ll likely spend the day meeting your new colleagues, setting up your workspace, and going through the onboarding process.
Focus: Take this time to learn about the company’s culture, understand team dynamics, and familiarize yourself with the tools and processes you’ll be using.
9. Observe (by the 1st week): Learning the Lay of the Land
In the first week, you’ll be focused on observing and absorbing. You’re still getting to know the team, learning the ropes, and figuring out how things work in your new environment.
Tip: Ask questions, observe how your team operates, and start to identify ways you can contribute.
10. Connect (by the 1st month): Building Relationships
By the end of your first month, you should be more comfortable in your role and have started building relationships with your colleagues.
Goal: Establish trust, engage in team discussions, and begin to take ownership of small projects. Networking and collaboration are key during this phase.
11. Create Value (by the 1st 90 days): Making Your Mark
The first 90 days are critical for proving yourself. By now, you’ve learned enough to start contributing meaningfully. You should be delivering value to your team, whether through solving problems, improving processes, or contributing to team goals.
Key Focus: Demonstrate initiative, take on responsibility, and provide tangible results that show your value to the company.
12. Learn and Grow (by the 1st year): Expanding Your Skillset
By the end of your first year, you should have a strong grasp of your role and the company. This is the time to focus on personal and professional growth. Seek out learning opportunities, whether through formal training or self-directed learning.
Tip: Consider setting long-term career goals and working with your manager to identify growth areas and resources to support your development.
13. Deliver and Support (by the 3rd year): Driving Results
By the third year, you’re expected to deliver consistently and support the wider goals of your team and company. You’re no longer new—you’re now seen as an established and reliable member of the organization.
Tip: Focus on driving impact, mentoring junior colleagues, and taking on bigger responsibilities.
14. Lead (by the 5th year): Taking on Leadership
At this point, you should have gained enough experience to lead projects, teams, or initiatives. Whether you’re formally promoted or not, leadership is often about stepping up and guiding others.
Leadership Tips:
- Develop strong communication skills.
- Empower and mentor others.
- Lead by example and drive innovation.
15. Move On (after the 5th year): Pursuing New Opportunities
After several years in one role, you may feel it’s time to move on to a new challenge. Whether it’s a promotion, a lateral move within the company, or an entirely new job, moving on is a natural part of career growth.
Tip: Before making a move, reflect on your achievements, assess your career goals, and explore new opportunities that align with your vision for the future.
Conclusion: The Career Journey Is Ongoing
The hiring process may seem daunting, but understanding its stages can help you navigate it with confidence. From submitting your resume to moving on from a role, each stage of the journey is a stepping stone to career growth and personal development. By being prepared and proactive at each phase, you can maximize your success and enjoy a fulfilling professional life.