This course contains the use of artificial intelligence.

Most hiring decisions are made in the first minutes of the interview, and the rest of the hour is spent collecting evidence for a decision that has already happened. Here are 311 tools to decide on evidence instead: 210 ready-to-use question lists, checklists, procedures, templates and scorecards, 72 models and methods, 23 working files and 6 services shown on screen.

Open a lecture, take the question list or the scorecard, and use it in your next interview.

Why good managers make bad hires

The role is not defined before the search starts, so everyone in the panel looks for something different. CVs are read for familiar names, the interview is a pleasant conversation, and the decision rests on chemistry. The candidate who interviews well gets the offer, and three months later the team finds out what the job actually needed.

What changes after this course

You define the role and its competencies before you meet anyone. You choose the assessment method for each competency, run a structured interview with STAR and follow-up questions, score answers against criteria and compare finalists on evidence. Candidates have an experience that makes them say yes, and you know what a bad hire would have cost.

What is inside: 311 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 53 downloadable resources: lecture presentations plus 23 working files, including a job profile workbook, an interview scorecard, a final hiring scorecard and an assessment method selector
• 210 ready-to-use tools inside the presentations:
• 46 question lists and scripts: competency interview questions, situational interview questions, interview drill-down questions, reference check questions
• 43 checklists: interview preparation, interview answer authenticity, screening bias prevention, hiring committee evidence
• 35 step-by-step procedures: interview scorecard creation, structured interview preparation, interview deepening funnel, hiring debrief
• 25 templates and sample documents: job profile, 45-minute interview agenda, competency assessment matrix, final hiring scorecard
• 24 scorecards, rubrics and matrices: candidate evaluation priorities, competency proficiency scale, potential versus experience hiring matrix, STAR evidence completeness
• 23 ready AI prompts: behavioral interview question generation, competency profile generation, STAR answer analysis, finalist comparison
• 7 other working tools and 7 formula and metric sets: product manager test assignment, team lead feedback role-play, hiring decision tree
• 72 models and methods explained with examples: behavioral event interview, competency iceberg model, SHL Universal Competency Framework, work sample assessment
• 6 services shown on screen: Google Sheets, Google Forms, ChatGPT, HIGH5, Facebook and a competency library

Where the tools are

Defining the role (2 sections, 61 tools). The job profile, competencies, libraries and using the profile beyond hiring.

The candidate side (2 sections, 43 tools). Candidate experience, interview technology and improving the process.

Assessment methods (3 sections, 154 tools). From intuition to criteria, CVs, structured interviews, soft skills, tests, cases and the final decision.

Running the interview (4 sections, 94 tools). Preparation, STAR, scoring, comparing people, competency language, motivation and feedback.

The scorecard playbook (1 section, 10 tools). Bias, the cost of a bad hire and the scorecard.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

I have been interviewing people for 20 years: as a recruiter, as head of recruitment, as an HR director running final interviews with top managers, and now as a consultant. When I hired recruiters at the STB TV channel, after assessing their competencies I offered a game: interview me for a role. They asked questions, I answered, and then I asked what conclusions they drew from my answers. That showed me how well they could actually assess a person.

How to use the course

Start with the job profile sections, then use the assessment and interview sections before your next round of interviews. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 32 lectures across 13 sections, 16 hours
• 53 downloadable resources: lecture presentations and 23 working files
• 311 tools across the lessons, including 6 services shown on screen
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take the role you will hire for next and write three competencies it truly needs, then open the job profile lecture. Enrol now and start your first lesson today.