Editor’s Note: This story originally appeared on FlexJobs.com.
Wouldn’t job hunting be much simpler if every company had the same hiring process?
You’d only have to prep for one type of interview, you’d know who to contact for follow-ups, and you’d get a clear “yes” or “no” within a set time frame. Think of how much less stressful that would be!
Regrettably, not all companies optimize hiring processes the same way. It’s not uncommon to feel a lack of communication and clarity due to a prolonged waiting period.
Some companies require an extensive process involving multiple rounds of interviews, work samples, and tests.
Understanding the differences at each stage of the hiring process can help you prepare and feel more confident despite the challenges of navigating varied hiring procedures.
Multiple factors can influence a company’s hiring process.
There are more obvious aspects, such as industry and company size, but there are less obvious factors as well.
Behind the scenes, there might be essential role vacancies, vacations, sick days, or unexpected business needs that factor in.
While you can’t control the hiring process, preparing for any requests and tailoring your approach can significantly decrease your stress level and could increase your chances of success.
You spent so much time choosing a resume format and the perfect font. Now, you’re being asked to fill out all of that information again in an application.
Undoubtedly, this is frustrating. However, there are a few reasons why some employers require an application.
Applications allow employers to gather consistent information from all candidates. Doing so makes it easier to compare candidates based on the same criteria.
In contrast, resumes can vary widely in format and content, making it harder to compare apples to apples.
Unlike a resume, applications are considered legal documents. Applications often include questions about your work history, education, and other relevant information.
Gathering this information helps the employer comply with legal requirements, such as verifying your eligibility to work in the country and ensuring a safe work environment.
Not only that, but applications also cover some of the legalities that an employer needs to share, such as information about being an equal opportunity employer and about specific state-mandated notifications.
Most employers will also include an at-will employment clause in their application form.
Applications generally ask for additional information not included on your resume.
There may be sections for your references, salary expectations, and work samples. Employers get a more complete picture of your qualifications and suitability for the role.
That said, you’ll generally find yourself filling out an application as a formal expression of interest when submitting your resume.
But it’s not unheard of to be asked to fill out an application for the first time later during the process.
At that point, companies are getting organized, dotting their i’s and crossing their t’s.
When you’re applying for a job, you’ll often see an option for a cover letter in addition to your resume and application.
But do employers really want a cover letter, or is it just a formality?
The answer is: it depends. Some employers place a high value on cover letters, while others may not even read them.
Here are a few reasons why employers might request a cover letter.
A well-written cover letter highlights your research into the company, and you can express that you’re genuinely interested in the position.
It’s an excellent way to stand out from other candidates submitting generic applications.
Since cover letters allow for a less formal tone than a resume, you can demonstrate your communication style and attention to detail.
If the company is protective of its culture or seeking a candidate with strong communication skills, a cover letter can help sort potential candidates.
Recruiters and hiring managers typically see a large amount of resumes. Cover letters can bring those resumes to life by showing a bit more personality and providing additional information.
For example, they can explain career gaps, highlight relevant skills, and address qualifications.
Not all employers necessarily require a cover letter. That said, it’s generally a good idea to include a cover letter when given the choice.
Make sure to tailor your cover letter to the specific company and role, and use it as an opportunity to showcase your skills and qualifications.
Perhaps you see a link to a 20- or 30-minute test along with the application link, and you’re thinking, “Let me get this straight. Do I have to take an unpaid test just for the privilege of applying?”
It’s true. Some employers may have you take a test before they hire you to assess your potential fit for the job.
Tests can provide employers with data about your hard and soft skills, knowledge, and abilities. These types of tests help employers compare candidates in a more equitable way.
Employers may also use tests to identify if you have specific personality traits that are needed for the role, such as motivation, focus, and persistence.
Personality tests provide employers with an additional layer of understanding about each applicant. For example, they’ll receive feedback about how you process information and whether you embrace calculated risks.
Once you’ve submitted your application and caught the employer’s attention, the next stage of the hiring process is often an interview.
However, not all interviews are created equal. Employers may use different interview methods depending on the role, the company culture, and hiring needs.
You may be able to find information about the type of interview the employer will conduct by researching Glassdoor and other employee review sites.
But it’s best to understand and prepare for any scenario, as interview types can vary even within a company. For instance, the best interview type for a marketing role might differ from what a web developer will be presented with.
Here are the most common types of job interviews.
Phone or video interviews are frequent first-round screening tools. But they’re also a standard for remote roles where the company is wholly distributed or doesn’t have an office near you.
Additionally, phone and video interviews can save time and money for both you and the employer.
Even if you aren’t working remotely, the employer can understand your communication skills and personality with a phone or video interview before inviting you for an in-person interview.
In-person interviews are the most traditional form of the job interview. You’ll typically have a one-on-one conversation, sometimes with different company leaders.
On one hand, it can be helpful to meet someone face-to-face. You get an excellent feel for the culture and environment when you’re physically in it.
On the other hand, there are more logistics to navigate with additional travel time and any transportation needs.
During a behavioral interview, the hiring manager will ask for examples of how you’ve handled certain situations.
They generally look for soft skills, such as dealing with conflict or how you process feedback to assess your job fit.
Case interviews are often used for consulting or other analytical roles. The employer may present you with a hypothetical scenario or business problem and ask you to analyze it and provide recommendations.
Your answers help the employer assess your critical thinking and problem-solving skills.
Group interviews occur when several candidates are interviewed at the same time.
You might experience this type of interview if you attend an in-person hiring event or a job fair.
Employers can observe how candidates communicate and collaborate in a team setting while screening for basic requirements in one period, rather than conducting multiple one-on-one meetings.
On the other end of the group interview spectrum, panel interviews involve multiple interviewers interviewing you simultaneously.
Although intimidating, it’s an excellent opportunity to showcase your ability to handle pressure and communicate effectively with a group.
After you’ve aced your job interview, the waiting game begins. You’re eager to hear back from the employer, but getting a response can take days, weeks, or even months.
There’s no one reason why the process differs from company to company, but here are some factors that have nothing to do with your qualifications and skills.
The company might have a long and complex internal hiring process involving multiple interviews, background checks, and reference checks.
Especially for large organizations, this can take time and resources.
Hiring approval may need to pass through several departments before the final go-ahead.
Multiple strong candidates can make the hiring process difficult. The hiring manager may carefully consider each candidate and weigh their strengths and weaknesses before deciding.
If a role entails routine work with another team, they might ask another team leader to weigh in.
Day-to-day business needs might take precedence over the hiring process.
For example, the hiring manager might be dealing with a crisis, a significant project, or a change in leadership that requires their attention.
Follow up once or twice after a reasonable amount of time has passed — generally about a week between emails is appropriate — but don’t be too pushy or aggressive.
This follow-up should be separate from your thank-you email, which should be sent soon after your interview. In the meantime, keep applying to other jobs and networking.
Are you in a hiring process that is dragging on forever? What could be taking so long?
There’s no one answer, but the company is likely protective of its culture and looking to ensure they’re thorough.
Longer interview processes are more common as you progress to career levels with more authority and business impact as well.
In-depth research into your personal brand and professional history is likely happening behind the scenes. Or, the competition for the role could be fierce.
The hiring manager may be researching industry standards to ensure they make the best hiring decision and offer a competitive compensation package.
The extended interview process is frustrating, but also an opportunity to showcase your skills and qualifications in more detail. Try to keep your engagement and enthusiasm levels high throughout the entire process.
The first time you go through several rounds of interviews, it can seem like they will never end. The company you’re considering might be taking this approach for a few reasons.
To start with, multiple rounds of interviews generally provide a more comprehensive evaluation of your candidacy and qualifications as a whole.
Each round will likely focus on different aspects of the role or the company culture and may involve other interviewers or assessments.
Not only that, but many companies are looking to see how you’ll interact with the team or other leaders. You might be brought back for a final round to meet with the team.
While multiple interviews can be time-consuming and stressful, each interview is a sign that you’re being carefully considered.
Take each invitation to interview as an opportunity to dig deeper and get more excited about the role.
To say that job hunting can be daunting is a massive understatement, especially when faced with different hiring processes and interview types.
Approach your job search from an organized perspective, and you’ll be able to handle any scenario.
Research the company and the role, tailor your application materials and interview responses to the specific job, and showcase your skills and qualifications at every stage of the hiring process.
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