Resumes are solicited via local and national job listings (e.g. Monster.com, KSL.com). The pool of applicants is screened by a team including a representative from HR and the hiring manager. The applicants are screened based on their fit with the advertised position, relative work experience, availability, and expected level of compensation. The pool is narrowed down to a list of 10 to 20 for the phone interview part of the process. The hiring manager or HR rep will call each applicant to further assess their fit for the position. In my experience those who are removed at this point are disqualified based on availability and/or an insurmountable gap between the compensation the applicant is seeking and the amount the company is willing to pay. The pool of applicants is narrowed down to 5-8 at this point. If the phone interviews did not naturally narrow the pool down then the hiring manager will do it by ranking the remaining applicants. The remaining applicants are brought in for face-to-face interviews with the manager (the HR rep may participate as well). The particulars of the interview depend upon each manager but the ultimate goal is to determine if the applicant is a good fit for the company in the following ways: personality, demeanor, attitude, work experience, long term plans, etc. The pool is reduced down to 2 or 3 at this point. The applicants will be invited back to go to lunch with the members of the department(s) with which they will work closely. The intent of this step is to see how the applicant meshes, interacts, and relates with the group. The final decision will be made based on the results of this last step with input from the other team members being considered. An offer may be extended in person or over the phone depending upon convenience for the applicant. If the offer is verbally accepted then a confirmation email is sent with the offer specifics and other required or necessary documentation.
