This course contains the use of artificial intelligence.

Your hiring report says twelve roles closed and an average of forty-one days. Neither number tells anyone where the process is broken. Here are 392 tools to measure the hiring system: 299 ready-to-use templates, question lists, procedures, checklists, AI prompts and formulas, 53 models and methods, 36 services shown on screen and 4 working files.

Open a lecture, take the tool, run it on your last quarter of hiring data.

Why hiring reports count outputs instead of measuring the system

Half your candidates disappear at one specific stage, and nobody knows which one because nothing is tracked between application and interview. The source with the most applications is probably not the source of people who pass probation, but those two numbers live in different systems. Cost per hire is calculated as the job board fee, which leaves out the largest part. And when someone asks why a role took four months, the answer is a story rather than a number.

What changes after this course

Every stage of the funnel has a metric. Sources are compared by the quality of hires, cost per hire includes the real costs, and candidate experience is measured, not assumed. You forecast time to fill, test changes with a control group and report a small set of KPIs that managers can act on.

What is inside: 392 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.

• 47 downloadable resources: the lecture presentations plus 4 working files: the Hiring Funnel Scorecard, the employee survey results workbook, the success factor influence mapping templates and the workplace performance metric map
• 299 ready-to-use tools inside the presentations:
• 61 templates and sample documents: candidate journey map, recruitment status report, talent acquisition ROI calculation, recruiter headcount calculation
• 57 question lists and scripts: candidate persona research, candidate Net Promoter Score, candidate experience survey, metric discovery
• 55 step-by-step procedures and workflows: recruitment message A/B testing, HR metric analysis, recruitment SLA development, predictive HR analytics implementation
• 53 checklists: recruitment system audit, recruitment cost, recruiting funnel data collection, dashboard design
• 36 ready AI prompts: recruitment outreach generation, job advert variants, recruitment email subject lines, behavioral interview question generation
• 19 formulas and metric sets: recruiting metrics, candidate experience metrics, annualized turnover calculation, onboarding economic benefits calculation
• 16 scorecards, rubrics and matrices: candidate experience quality, interview stage design matrix, candidate communication channel matrix, key driver action matrix
• 2 other working tools: recruitment funnel analysis worksheet, candidate communication cadence
• 53 models and methods explained with examples: sales funnel, linear regression, A/B testing, correlation analysis
• 36 services shown on screen, including LinkedIn, Lever, Breezy HR, Google Ads, Microsoft Power BI and Tableau

Where the tools are

• The funnel and candidate experience (4 sections, 151 tools). Funnel analytics, candidate communication for hard-to-fill roles, the hiring journey, interview quality and hiring technology.
• Sources and paid channels (2 sections, 59 tools). Career sites, referrals, content and paid recruiting channels with cost per hire.
• Recruiting and talent metrics (2 sections, 65 tools). Essential talent acquisition metrics, compensation, development and retention analytics.
• People analytics methods (4 sections, 105 tools). Segmentation, the employee lifecycle, turnover, key driver analysis, regression, forecasts and experiments.
• Your measurement system (3 sections, 66 tools). Recruiting KPIs, dashboards, reports, rollout and the KPI myths to avoid.

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.

At Preply and iDeals we knew that closing a vacancy took about 300 candidates added to the database, about 50 calls, 20 to 30 interviews and 5 to 10 candidates shown to the hiring manager, and we planned the weekly work from that. At iDeals we also put the optimal number of days on each stage of the hiring process: the total came to 90 days, and we then cut it to 45.

How to use the course

Start with the Hiring Funnel Scorecard and the funnel section, then go to the sources, metrics or analytics section you need now. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 44 lectures across 16 sections, 21 hours
• 47 downloadable resources: lecture presentations and four working files
• 392 tools across the lessons, including 36 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 your last ten closed roles and count how many candidates were left after each stage in the Hiring Funnel Scorecard. Enrol now and start your first lesson today.