This course contains the use of artificial intelligence.

A strong candidate applies, goes halfway through the process and disappears. Multiply that by dozens of candidates and the cost is missed hires, a damaged reputation and lost time. Here are 322 tools to keep them: 255 ready-to-use templates, question lists, checklists, AI prompts and procedures, 44 models and methods, 19 services shown on screen and 4 working files.

Open a lecture, take the template or the prompt, and fix one step of your hiring process this week.

Why candidates disappear

Nobody owns the experience from the first ad to the first day. Candidates wait for answers, repeat the same information, meet interviewers who are not prepared and hear nothing after the final round. Each step looks small, but together they make your best candidates accept another offer.

What changes after this course

You see the whole journey and the step where candidates drop out. Communication is timely and human, interviews are structured and fair, feedback is collected and used, and the employer brand and onboarding keep the promise you made during hiring.

What is inside: 322 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.

• 42 downloadable resources: lecture presentations plus 4 working files, including an employee experience journey map, an employer branding KPI guide and a content planning workbook
• 255 ready-to-use tools inside the presentations:
• 59 templates and sample documents: candidate journey map, interview invitation email, candidate rejection email, candidate information pack
• 51 question lists and scripts: candidate FAQ, inclusive interview questions, candidate experience survey, post-interview candidate debrief
• 48 checklists: application process audit, candidate interview hospitality, job offer communication, candidate rejection
• 38 ready AI prompts: behavioral interview question generation, personalized recruitment email, candidate rejection email, candidate holding email
• 28 step-by-step procedures: dialogue interview script, recruitment email sequence, salary and requirements calibration, candidate experience improvement loop
• 19 scorecards, rubrics and matrices: candidate experience quality, interview stage design, candidate communication channels, feedback topic prioritization
• 6 other working tools and 6 formula and metric sets: candidate communication cadence, recruitment funnel analysis worksheet, feedback gap interview worksheet
• 44 models and methods explained with examples: candidate journey mapping, AIDA model, FAB method, employee value proposition
• 19 services shown on screen, including ChatGPT, PeopleForce, Bonusly, 15Five, Slack and VistaCreate

Where the tools are

Fundamentals and the candidate journey (2 sections, 18 tools). Designing a better hiring journey and a fair, inclusive process.

Communication, interviews and technology (3 sections, 21 tools). AI-supported communication, structured interviews, ATS, CRM and metrics.

Feedback and the employee experience (2 sections, 89 tools). Candidate feedback, hiring journey communication and the experience across the cycle.

The recruitment funnel (1 section, 102 tools). Funnel optimisation for candidate experience.

Employer brand (1 section, 50 tools). Employer brand strategy for candidate experience.

Onboarding and improvement (2 sections, 60 tools). From candidate to hire, feedback loops and AI.

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.

When I worked at Preply, it was still a small company nobody had heard of, and the candidate experience was how we won people over from better-known competitors. When I joined iDeals, the company had just moved out of rented apartments into a modern office, and the old reviews about it were terrible. Within a year my team rebuilt the hiring process and the candidate experience, and the CEO saw top candidates coming to him and speaking well about the company.

How to use the course

Start with the candidate journey sections, then use the funnel, feedback and employer brand sections where your candidates drop out. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 39 lectures across 11 sections, 19 hours
• 42 downloadable resources: lecture presentations and 4 working files
• 322 tools across the lessons, including 19 services shown on screen
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Apply to your own open vacancy as a candidate, note every moment you waited or repeated yourself, then open the candidate journey lecture. Enrol now and start your first lesson today.