This course contains the use of artificial intelligence.

412 tools for the full recruitment cycle in one course: 6 downloadable tool files, 251 ready-to-use search strings, scripts, templates, procedures and checklists, 53 models and methods, and 102 services and apps shown on screen.

Open a lecture, take the tool, use it on your next vacancy.

Why recruiting does not happen by itself

A vacancy that nobody manages stays open. Resumes from job boards do not fit, the strongest candidates are not looking, and the hiring manager changes the requirements after the third interview. A recruiter needs a plan for each stage: who we are looking for, where they are, how to reach them, how to assess them and how to bring them to the first working day.

What changes after this course

You agree the profile with the hiring manager before the search starts. You search in more places than your competitors: social networks, messengers, communities, personal websites. You find contacts with plugins and write messages that get answers. You assess with structured interviews and scorecards. You close the offer, hand the newcomer to onboarding and report in numbers.

What is inside: 412 tools, counted file by file

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.

• 6 downloadable tool files: recruitment request form, target company list, candidate longlist and shortlist templates, a report sample and a recruitment process map
• 251 ready-to-use tools inside the presentations:
• 93 sets of search strings: LinkedIn X-ray search, job board X-ray search, GitHub candidate search, Behance candidate search
• 46 question lists and conversation scripts: hiring manager intake interview, candidate messenger outreach, reference checking interview, behavioral interview question bank
• 38 templates and sample documents: ideal candidate profile, candidate search map, job offer email, candidate evaluation card
• 29 step-by-step procedures and workflows: candidate search expansion, employee network referrals, competency-based interviews, competitive job offer negotiation
• 24 checklists: job requisition, job advertisement, test assignment design, hiring manager interview preparation
• 9 scorecards, rubrics and scoring matrices: competency rating scale, competency assessment tool matrix, competitor employer brand audit matrix, EVP positioning
• 6 formulas and metric sets: recruitment cost metrics, recruiting metrics, hiring needs calculation
• 6 other working tools: goal achievement competency indicators, difficult employee role play, employer brand audit criteria
• 53 models and methods explained with examples: structured interview, work sample testing, employee referral program, employee value proposition
• 102 services and apps shown on screen, from a quick look to a detailed demo: LinkedIn Sales Navigator, hireEZ, ContactOut, RocketReach, Hunter, Lusha, Lever, Textio and others

Where the tools are

• Recruitment fundamentals (45 tools). Search planning, hiring manager intake, recruitment marketing and assessment tools.
• Sourcing strategy (168 tools). Internal search and referrals, external search, LinkedIn and social networks, messengers, modern sourcing techniques, plugins and contact search. Most search strings and services are here.
• Sourcing automation, interviews and evaluation (55 tools). Automation, competency-based and STAR interviews, assessment center and scorecards.
• HR marketing, employer brand, offers and onboarding (78 tools). Vacancy promotion, paid advertising, motivation, negotiation, references, job offers and onboarding.
• Personal brand, mass recruitment and executive search (82 tools). Recruiter brand, hiring campaigns, IT vacancies, executive search and headhunting.
• Candidate experience, analytics and management (53 tools). Feedback, reporting, SLAs, process documentation and team management.

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 our numbers. To close one vacancy we had to add about 300 candidates to the database, make about 50 calls and hold 20 to 30 interviews; 5 to 10 candidates went to the hiring manager, and one was chosen. We planned the work by weeks from these numbers. At Preply we found the 300 candidates and their emails with contact tools, loaded them into our system and sent a chain of letters a week or ten days apart, each with a different subject; people who did not open the first letter often answered the third or the fifth. Recruiting does not happen by itself: the process has to be managed.

How to use the course

Go through the six sections in order: they follow a vacancy from request to onboarding and then to special types of hiring and analytics. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 41 lectures across 6 sections, 24 hours
• 46 downloadable resources: 6 tool files and the lecture presentations
• 412 tools across the lessons, ready to copy into your own work
• 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

Take one vacancy you have now. Open the first lecture, fill in the recruitment request form and the ideal candidate profile, then run the intake meeting with the hiring manager. Enrol now and start your first lesson today.