Typically, when a vacancy arises, it is advertised by the employer on their website and via other popular channels such as LinkedIn, job noticeboards and social media platforms. Details relating to the role will be stated, including a detailed job specification, essential/desirable criteria, salary range and any other details specific to the role or employer. Application may be through an employer portal, online form, or the sending of CV and cover letter via email.

Following the initial screening process, shortlisted candidates will be invited for an interview, either in-person or online, after which they will either receive a job offer or be rejected from the position. For more senior roles, there may also be a second-stage interview, and possibly even the requirement to demonstrate skills or knowledge via a presentation.

If a recruitment agency has been used by the employer, candidates have usually been specifically headhunted for the role, or at the very least have gone through a stringent preliminary screening process, ensuring only those with relevant skills and experience are put forward for interview. Many employers prefer this option as it can make the hiring process much more streamlined and efficient. It is for this reason that some Events companies have now established their own Talent Acquisition teams.