Sector:

The Hiring Process: What to Expect at Every Stage 

  • 12 November 2026

Professional Development | Africa Career Networks 

The hiring process has changed. The basic sequence may still feel familiar; find an opportunity, submit an application, complete an assessment, interview, and receive a decision, but the environment around each stage has become more competitive and technology driven. 

Employers are hiring in a labor market where application volumes can be high; hiring remains slower than before the pandemic, and artificial intelligence is increasingly involved in how candidates are sourced, screened, and assessed. 

Do not get lost in the noise. Here is a practical guide to what you can expect at each stage and how to prepare. 

Stage 1: Finding the right opportunity 

The hiring process begins before you submit an application. 

Finding a job is increasingly about identifying the right opportunities rather than applying to as many vacancies as possible. The scale of competition has increased, and for African graduates and young professionals, the wider labor-market context matters too. 

The Mastercard Foundation’s 2026 outlook estimates that only about 10% of jobs in Africa are formal, while 90% of employed young Africans work informally. 

So, where should you look? 

  • Employer career pages 
  • Professional networks such as LinkedIn 
  • University and alumni networks 
  • Career platforms 
  • Professional associations 
  • Sector communities 
  • Career fairs and networking events 
  • Referrals and professional contacts 
  • Internship and fellowship programs 
  • Platforms such as the ACN Career Networks App 

The ACN Career Networks App provides African Leadership Academy alumni and Mastercard Foundation Scholars with access to internships, jobs, sector-focused learning, events, and professional networks.  

Before applying, take time to understand your direction. A clear career map can help you identify the roles, sectors, and skills that align with your goals. Read: How to Create a Meaningful Career Map. 

Stage 2: Preparing your application 

Once you find an opportunity, the next stage is translating your experience into evidence that is relevant to the role. 

This matters because employers are placing greater emphasis on skills. It should change how you think about your CV. 

A CV should not simply document everything you have done. It should help an employer answer one question: Can this person do the work we need? 

Look closely at the language used in the job description. Identify the recurring skills and responsibilities, then make sure your application clearly demonstrates relevant evidence. 

Your application should accurately represent: 

  • Your experience 
  • Your skills 
  • Your achievements 
  • Your interests 
  • Your communication style 
  • Your actual knowledge 

For practical guidance on formatting, keywords, and tailoring your CV, read: Is Your CV Optimized for Applicant Tracking Systems?. 

Stage 3: Application screening 

After you submit your application, someone or increasingly, a combination of software and people will decide whether you move forward. 

Recruitment technology is becoming a more important part of this stage. LinkedIn’s 2026 research found that 93% of recruiters plan to increase their use of AI in recruitment during 2026, while 59% say AI is already helping them identify candidates with skills they might not otherwise have found. 

What does this mean to you? 

Your application needs to be clear, relevant, and easy to assess. 

  • Make your application clear. 
  • Use a specific language. 
  • Describe your skills accurately. 
  • Connect your experience to the requirements of the role. 
  • Avoid keyword stuffing; use the employer language only where it genuinely reflects your experience. 

Another point applicants often miss is consistency. Make sure the information on your CV, LinkedIn profile, portfolio, and other professional platforms tells the same story. Your digital professional identity is increasingly part of your career evidence. 

Stage 4: Assessments and work samples 

This stage has become increasingly important because employers want evidence of what candidates can actually do. 

The World Economic Forum reports that 48% of surveyed employers expect to use skills assessments as part of their evaluation approach through 2030. 

Depending on the role, you may be asked to complete: 

  • A technical test 
  • A writing exercise 
  • A case study 
  • A presentation 
  • A coding challenge 
  • A data-analysis task 
  • A portfolio review 
  • A group exercise 
  • A situational judgement test 
  • A psychometric assessment 
  • A take-home assignment 

For example, a communications role might require you to develop a short campaign. A consulting role might involve analyzing a business case. A data role might involve interpreting a dataset. A software role might include a technical coding assessment. 

The purpose is to move beyond what your CV says and observe how you approach a realistic task. 

How to prepare 

Do not focus only on getting the “right answer.” Show your thinking. 

Where appropriate: 

  • Clarify the problem. 
  • State your assumptions. 
  • Explain your approach. 
  • Present your findings. 
  • Make a recommendation. 
  • Explain what you will do next. 

This allows an employer to assess your judgement as well as your technical ability. 

If an assessment reveals a skills gap, treat it as useful information rather than failure. Identify one or two priority skills, find a practical way to build them, and apply them through a project, internship, or volunteer role. Read: Bridging the Gap: Turning Job Skills Gaps into Opportunities for Growth. 

Stage 5: The interview 

The interview remains one of the most important stages of the hiring process. 

Interviews are about evidence rather than broad statements about personality. Expect questions that ask you to explain what you have done, how you approached a problem, and what happened as a result. 

Before any interview, research the organization. Understand its mission, vision, products, or services, recent developments, and priorities for the year. Then connect your experience to the role. 

Common interview formats include: 

  • Behavioral interviews: These ask about previous experiences, such as, “Tell me about a time you had to work with a difficult team member.” 
  • Situational interviews: These present a hypothetical scenario, such as, “What would you do if a client rejected your proposed strategy?” 
  • Technical interviews: These assess role-specific knowledge. 
  • Panel interviews: Several people interview you at the same time. 
  • Case interviews: You are given a problem and asked to analyze it. 
  • Structured interviews: Candidates are asked standardised questions so responses can be assessed consistently. 

Use evidence 

One useful structure for behavioral questions is STAR: 

  • Situation: What was happening? 
  • Task: What were you responsible for? 
  • Action: What did you actually do? 
  • Result: What changed because of your actions? 

Evaluating the employer 

The hiring process is not only an employer evaluating you. You are also evaluating the organisation. 

Prepare questions that help you understand the role, team, culture, and opportunities for growth. 

For example: 

  • What would success look like in the first six months? 
  • What are the team’s priorities this year? 
  • What learning and development opportunities are available? 

Learning to understand them early can help you assess whether an organization is right for you. Read: Understanding Workplace Dynamics: A Key Skill Young Professionals Often Overlook. 

References and verification 

Depending on the employer and role, you may be asked for references. 

The employer may also verify: 

  • Previous employment 
  • Academic qualifications 
  • Professional certifications 

This is one reason accuracy matters throughout the application process. Never exaggerate a title, qualification, responsibility, or achievement. If there is a gap in your history, prepare a clear, honest explanation. Read: How to Address Career Gaps on Your CV. 

Stage 6: The offer 

If you are selected, you may receive a verbal or written offer. 

Review it carefully. Look beyond the headline salary. 

Depending on the organisation and location, the offer may include: 

  • Salary 
  • Benefits 
  • Working arrangements 
  • Contract duration 
  • Start date 
  • Probation period 
  • Leave entitlement 
  • Insurance 
  • Performance expectations 
  • Professional development 
  • Relocation support 
  • Other allowances 

Make sure you understand the terms before accepting. 

If negotiation is appropriate, prepare a clear case based on the value you bring, the scope of the role, relevant market information, and your experience. Do not negotiate simply because negotiation is expected. 

Stage 7: The decision and what happens if you are rejected 

Not every strong candidate will receive an offer. 

Hiring decisions are influenced by factors beyond your control, including the number of candidates, internal changes, budget, organisational priorities, candidate experience, timing, and the specific needs of the hiring team. 

A rejection does not necessarily mean you were unqualified. At the same time, repeated rejection is useful information. 

Use the process as feedback. Every application, assessment, interview, and rejection can help you refine your next step. 

What this means for African young professionals 

The African labor market requires a particular approach to career preparation. Africa has a large and rapidly growing young population, but the creation of formal jobs has not kept pace with the number of people entering the labor market. 

The Mastercard Foundation’s Africa Youth Employment Outlook 2026 estimates that more than 10 million young people enter Africa’s labor market annually, compared with approximately 3 million formal jobs created under current growth patterns. It also estimates that 90% of employed young Africans work in informal jobs. 

The World Bank similarly estimates that approximately 8 million young people enter the labor market each year in Eastern and Southern Africa, while fewer than one million secure waged jobs. 

This makes career readiness particularly important. You need to: 

  • Understand the labor market. 
  • Identify relevant career pathways. 
  • Build technical and transferable skills. 
  • Develop evidence through projects and experience. 
  • Build professional networks. 
  • Communicate your value clearly. 
  • Use digital platforms strategically. 
  • Learn continuously as roles change. 

The Mastercard Foundation’s 2026 research also points to a structural shift in Africa’s youth employment landscape: services are projected to become the largest employer of young Africans by 2033, overtaking agriculture. 

The hiring process is changing. Your preparation should change with it. 

Frequently asked questions 

What are the main stages of the hiring process? 

The hiring process usually includes finding an opportunity, submitting an application, application screening, assessments or work samples, interviews, reference checks, an offer, and onboarding. The exact steps vary by employer, industry, and role, but preparation at each stage can improve your chances of progressing. careernetworks 

How can I make my CV ATS-friendly? 

Use a clean, simple layout with clear headings such as “Work Experience,” “Education,” and “Skills.” Include relevant keywords from the job description only where they accurately reflect your experience, avoid complex tables and graphics, quantify achievements where possible, and tailor your CV to each role. Jobscan’s 2026 analysis found detectable applicant tracking systems at 97.4% of Fortune 500 companies, making ATS-friendly formatting increasingly important.jobscan 

Should I apply for a job if I do not meet every requirement? 

Yes—if you meet most of the core requirements and can demonstrate transferable skills or a strong willingness to learn. Job descriptions often describe an ideal candidate rather than a perfect one, so focus on relevant achievements, projects, internships, volunteering, and evidence of your ability to learn quickly. 

How can I stand out without much work experience? 

Highlight academic projects, internships, volunteering, leadership roles, freelance work, competitions, and personal projects. Use the STAR method to explain what you did, the skills you used, and the result you achieved. Transferable skills such as communication, teamwork, problem-solving, organisation, and digital literacy can be especially valuable. Also focus on transferable skills from school, volunteering, leadership, side projects, and community work. Read: Nothing on Your CV? Let Your Transferable Skills Speak for You  

How should I prepare for a job interview? 

Research the organization, review the job description, identify the skills the employer needs, and prepare specific examples that demonstrate those skills. Practise common questions, prepare thoughtful questions for the interviewer, and make sure you can clearly explain why you are interested in the role. Structured interviews, which use consistent questions and scoring criteria, are more predictive of job performance than unstructured conversations. 

What questions should I ask at the end of an interview? 

Ask questions that help you understand the role, team, expectations, and growth opportunities. Good examples include: 

  • “What would success look like in the first six months?” 
  • “What are the team’s priorities this year?” 
  • “How does the team collaborate across departments or locations?” 
  • “What opportunities are there for learning and development?” 
  • “What are the next steps in the hiring process?” 

Avoid questions that can easily be answered on the employer’s website. 

Should I send a thank-you email after an interview? 

Yes. Send a brief, professional thank-you email within 24 hours of the interview. A TopResume survey of 358 recruiters and hiring managers found that 68% said receiving a thank-you email or note affected their decision-making, while 16% said they had completely dismissed a candidate who did not send one. 

How long should I wait before following up after an interview? 

Follow the timeline provided by the recruiter or hiring manager. If no timeline was given, wait about one week after the expected decision date, then send one polite follow-up email. Avoid sending repeated messages or contacting several people for updates. 

Should I negotiate my salary? 

Yes, if appropriate. Review the full offer, including salary, benefits, working arrangements, leave, professional development, and other allowances. Prepare a clear case based on your experience, the scope of the role, and relevant market information. Pew Research Center found in 2023 that about 60% of U.S. workers did not try to negotiate their pay when offered a job, while research summarised by UCLA Anderson shows that negotiation can lead to higher pay or better benefits. 

How can I improve if I keep getting rejected? 

Look for patterns in where your applications stop progressing: 

  • If you rarely pass the application stage, review your CV, targeting, and evidence of relevant skills. 
  • If you reach interviews but do not receive offers, practise clearer examples and request feedback where possible. 
  • If you struggle with assessments, identify the technical or professional skills that need development. 
  • If you are unsure about your direction, revisit your career goals and strengths. 

ACN’s article on skills gaps offers a practical approach to turning these gaps into development opportunities. 

How can I find jobs and internships in Africa? 

Use a combination of employer career pages, LinkedIn, university and alumni networks, professional associations, sector communities, career fairs, referrals, internships, fellowships, and career platforms. The ACN Career Networks App also connects African Leadership Academy alumni and Mastercard Foundation Scholars with internships, jobs, learning opportunities, events, and professional networks. 

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