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What You'll Learn

Build a job profile from an actual job analysis rather than from the last version of the job description,Turn vacancy requirements into measurable criteria with behavioural indicators anyone can score against,Scan a CV in the right order
and tell a genuine red flag from one of the myths,Run a structured interview using STAR and CARE
and tell real experience from a rehearsed answer,Build a scorecard with an anchored five-point scale
so two interviewers arrive at comparable numbers,Run the intake meeting with your recruiter in thirty minutes and leave with everything they need,Decide between candidates when none of them is perfect
using a comparison matrix rather than a preference,Give a rejected candidate feedback they can act on
and keep your employer brand intact,Learn alongside Mikes 1.6 million students from 185 countries,Get the authors experience from Preply
Wargaming
iDeals and Alfa-Bank

Requirements

Hiring to do
or hiring coming. Every section produces something you use in a real vacancy,No HR background required. This is written for the manager
not the recruiter,Willingness to accept that your instinct about people is less reliable than you believe,English at intermediate level or above
since all lessons are in English,A spreadsheet for the profile
the scorecard and the comparison matrix

Description

This course contains the use of artificial intelligence.

Seventy-eight percent of hiring decisions are made in the first ten minutes of the interview. The remaining fifty minutes are spent collecting evidence for a decision that has already happened.

Everybody knows this about other people. Almost nobody believes it about themselves.

What that costs you

You hire the person you enjoyed talking to, and discover in month three that the enjoyable conversation and the job had very little to do with each other. You write requirements that cannot be scored, so two interviewers come back with two impressions and the louder one wins. You ask about a project and get a story told forty times, polished smooth. And you reject someone with "we decided to go in a different direction", which costs you nothing today and costs your employer brand steadily.

A bad hire has a formula attached to it, and the number is larger than most managers expect.

What the course covers

Thirty lessons, built as the sequence a hiring manager actually goes through. The profile first: job analysis, interviewing the people currently doing the work, describing competencies so two readers understand them identically, and using ready-made libraries without importing somebody else's role.

Then candidate experience, which most managers treat as the recruiter's problem and which decides whether your chosen candidate accepts. The journey map, communication cadence, rejection letters, interviewer training, and the metrics that predict someone dropping out.

Assessment, and the scorecard that makes it comparable

Then assessment as a discipline. Scanning a CV in the right order and separating real red flags from myths. Structuring an interview for a specific role rather than repeating your favourite questions. STAR and CARE, and how to tell a genuine achievement from a rehearsed one. Assessing soft skills so they produce evidence rather than adjectives. When a test adds information and when it just adds delay.

Then the scorecard, which is what makes any of this comparable between interviewers: the intake meeting with your recruiter, must-have separated from nice-to-have, behavioural indicators describing what you will actually see, and a five-point anchored scale so two people scoring the same candidate arrive close to each other. Plus the rollout — RACI, metrics, and the responses to "I have no time" and "I can already tell".

Who is teaching this

Mike, the number one HR instructor on Udemy. More than 1.6 million course enrolments, over 150,000 professionals trained, PHRi and SHRM-CP certified, HRCI representative in more than 10 countries. I built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals. I have also hired confidently on instinct and been wrong, which is what eventually made me use a scorecard.

What is included

Lifetime access to all course materials
Active instructor support in the Q&A section
Udemy Certificate of Completion
Practical assignments and real business cases
A section with additional courses, tools and resources

One test before you start

Think of your best hire and your worst. Write down what you knew about each at the offer stage. If the two lists look similar, your process is not telling you the difference, and that is exactly what this course fixes. Enrol now and start the first lesson today.

Who this course is for:

Managers who hire for their own team and were never taught how,Team leads about to make their first hire
where the cost of getting it wrong is highest,Founders building a team without an HR function to lean on,Experienced managers whose hires look good at interview and disappoint by month three,Technical leads interviewing for skills they have but cannot assess in someone else,Anyone who has hired the person they enjoyed talking to and regretted it,HR business partners who have to train hiring managers and need the material