Step 1: Phone Interview – Management Review
Purpose:
- Initial screening of the candidate
- Evaluate communication skills, professionalism, and role fit
- Determine whether the candidate should proceed further
Process:
- Management conducts a phone interview with the candidate
- Management conducts a phone interview with the candidate
- If approved to proceed, Management notifies HR to initiate Step 2
- HR is provided:
- Candidate’s full name
- Position applied for
- A copy of the candidate’s resume
Step 2: Employment Paperwork & Preliminary Screening
This step indicates the candidate is being seriously considered for employment.
Managed by: HR
Includes the following:
Required Forms
- Employment Application / Verification
- 13 Non-Negotiable Standards
- Background Check Authorization Forms
Reference Checks
- HR will:
- Run personal references
- Run professional references
- Feedback is reported to ownership as it becomes available
Background Check
- HR initiates and runs the background check
- Results are monitored as they return
Note: Background and reference checks may still be in progress while Step 3 occurs.
Step 3: In-Person Interview – Full Management Team
Who is involved: Full Management Team
Purpose:
- In-depth evaluation of the candidate
- Assess cultural fit, technical competency, and long-term alignment
- Review reference feedback and background check status (if available)
Outcome:
- Management meets internally to:
- Decide whether to extend a job offer
- Discuss any findings from references or background checks
- Confirm role, compensation range, and start expectations
Step 4: Offer Letter & Final Hiring Documentation
Managed by: HR
Prerequisite:
- Background check is clear (or approved by ownership if exceptions apply)
HR will:
- Create and send an official offer email
- Attach and collect final employment documents
Final Forms Include
- Offer Letter / Employment Contract (signature required)
- Tax Forms:
- W-4
- W-9 (if applicable)
- I-9 Employment Eligibility Verification
- Identification documents (per I-9 requirements)
- Direct Deposit Information (for payroll)
First Day of Employment
- Final employee documents may be submitted on the employee’s first day, if not completed beforehand
- Employee onboarding proceeds per GES onboarding SOPs
Authority & Compliance Notes
- No candidate may skip steps without ownership approval
- HR must maintain complete records for every stage
- Hiring decisions remain a management-level authority at all times
