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.

Counting 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 that produces the most applications is probably not the source that produces people who pass probation, but those two numbers live in different systems and have never been compared. Cost per hire is calculated as what you paid the job board, which leaves out the largest part of it. And when someone asks why a role took four months, the answer is a story rather than a number.

What this course covers

Forty-two lessons that turn hiring into a measurable system. The funnel first: auditing what you have, the candidate journey map, stage-by-stage analysis, finding the bottleneck, attraction techniques borrowed from selling, job copy that raises conversion, writing to people who are not looking, why candidates fail to appear at interviews, strategies for low-paying and genuinely difficult roles, and how many messages to send a passive candidate before stopping. Then the experience being measured: the business consequences of a poor one, the stages of the process, offers and rejections handled transparently, communication channels and tone, interview quality and inclusion, tracking systems, feedback platforms, and satisfaction, recommendation and time-to-response scores, including predicting the probability of a drop-off. Then the sources: career site, community, referral programmes, chatbots, email, content, video, search optimisation, paid search, web analytics, remarketing, paid social across six platforms, and measuring each by cost, speed, source and quality. Then the metric set: where metrics come from, the route from a metric to a decision, hiring and onboarding measures, the recruiting service agreement, the true cost of filling a vacancy, and the pay, development and turnover measures that tell you whether a hire actually worked. Then the method: the 4S model, framing the question, segmentation, employee lifetime value and return on the workforce, the lifecycle map, recruitment analytics proper, turnover analysis and intent to stay, key driver analysis, correlations, multiple regression with R-squared and analysis of variance, trend forecasting, and designing an experiment with a control group. Finally the system: four types of indicator, the 10-80-10 rule, critical success factors, design traps, dashboard hierarchy, a three-step rollout, and six myths that break most measurement.

Two blocks reach beyond hiring

The metrics and analytics blocks cover pay, development and turnover as well as recruitment. That is deliberate rather than padding. You cannot judge the quality of a hiring source without following the people it produced past their first year, and that means retention and performance data. A source that fills roles quickly and supplies people who leave in eight months is a cost centre, and the only way to see that is to measure past the offer.

Who is teaching this

I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.

What is included

• Lifetime access to all 42 lessons

• Active instructor support in the Q&A section

• A Udemy Certificate of Completion

• Working material: the funnel audit, the candidate journey map, the recruiting service agreement, cost of filling a vacancy, source quality measurement, satisfaction and time-to-response scores, key driver analysis, regression in a spreadsheet, trend forecasting, experiment design and the dashboard hierarchy

• Statistics taught from the first step, in a spreadsheet, with hiring data

Where to start

Take your last ten hires and write down where each one came from and whether they are still there. That table is the beginning of everything in this course. Enrol now and start today.