Recruitment Course

Lesson 1 • Candidate Experience Fundamentals

Introduces the candidate's perspective throughout the talent acquisition journey. Connects positive experience to employer brand and offer acceptance rates.

Lesson 2 • Ethical and Legal Foundations

Covers equal opportunity principles, anti-discrimination obligations, and data privacy in talent acquisition. Provides the compliance baseline required before sourcing begins.

Lesson 3 • The End-to-End Talent Acquisition Lifecycle

Maps every stage from workforce planning to offer acceptance. Students gain a process-level view that frames all later skill modules.

Lesson 1 • Conducting a Job Analysis

Teaches structured methods for gathering role data from managers and incumbents. Accurate job analysis underpins every downstream recruitment decision.

Lesson 2 • Writing Effective Job Descriptions

Converts job analysis data into clear, inclusive, and compelling descriptions. Well-written descriptions attract qualified candidates and reduce mismatched applications.

Lesson 3 • Setting Recruitment Goals and SLAs

Establishes measurable targets for speed, quality, and cost before sourcing begins. Clear SLAs create accountability between recruiters and talent acquisition managers.

Lesson 4 • Workforce Planning Essentials

Connects organisational strategy to headcount decisions and timing. Students learn to anticipate gaps before they become urgent vacancies.

Lesson 1 • Active vs. Passive Candidate Sourcing

Distinguishes candidates who apply from those who must be engaged proactively. Students select the right approach based on role scarcity and timeline.

Lesson 2 • Social Media and Digital Sourcing

Teaches Boolean search, professional network outreach, and social recruiting tactics. Digital sourcing expands reach beyond applicants to the broader talent market.

Lesson 3 • Building and Nurturing Talent Pipelines

Creates proactive candidate pools for recurring or hard-to-fill roles. Pipelines reduce sourcing lead time and improve talent acquisition predictability.

Lesson 4 • Employee Referral Programmes

Designs referral schemes that leverage employee networks for high-quality talent acquisition. Referrals typically reduce time-to-fill and improve retention rates.

Lesson 1 • Pre-Employment Assessments

Introduces cognitive, skills-based, and personality assessments as objective screening tools. Students select assessments validated for the role and free from adverse impact.

Lesson 2 • Bias Awareness in Screening

Identifies common cognitive biases that distort screening decisions and teaches mitigation tactics. Bias-aware screening improves diversity outcomes and decision quality.

Lesson 3 • CV and Application Review

Teaches systematic CV parsing against defined criteria to ensure consistency. Structured review reduces unconscious bias and speeds up screening.

Lesson 4 • Phone and Video Screening

Covers structured screening calls that verify fit before investing in full interviews. Effective screens save time for both candidates and talent acquisition teams.

Lesson 1 • Conducting the Interview

Covers opening, questioning, active listening, and closing an interview professionally. Consistent execution ensures every candidate receives a fair and comparable experience.

Lesson 2 • Evaluating Interview Responses

Applies scoring rubrics to interview evidence to produce objective ratings. Calibrated evaluation reduces interviewer disagreement and improves talent acquisition accuracy.

Lesson 3 • Interview Design Principles

Establishes the link between interview structure and predictive validity. Students design interview formats aligned to the competency framework from job analysis.

Lesson 4 • Specialised Interview Formats

Introduces technical, case-study, and group interview formats for specific role types. Students match format to role requirements and candidate level.

Lesson 1 • Integrating Assessment Data

Combines interview scores, test results, and screening data into a holistic candidate view. Structured integration prevents any single data point from dominating the decision.

Lesson 2 • Reference and Background Checks

Teaches structured reference interviews and compliant background verification processes. Verified information reduces the risk of a costly mis-talent acquisition.

Lesson 3 • Talent Acquisition Manager Collaboration

Facilitates productive debrief meetings that align recruiter and manager perspectives. Shared decision-making improves commitment to the final talent acquisition.

Lesson 1 • Negotiation and Counter-Offer Handling

Equips recruiters to negotiate confidently while protecting budget and equity. Effective negotiation closes top candidates without creating internal remuneration problems.

Lesson 2 • Pre-Boarding and Onboarding Handoff

Manages the period between offer acceptance and start date to prevent drop-off. A structured handoff to HR and the talent acquisition manager ensures a smooth day-one experience.

Lesson 3 • Crafting and Extending the Offer

Structures offer letters that are clear, complete, and legally sound. A well-crafted offer sets expectations and reduces post-acceptance disputes.

Lesson 1 • Funnel Analysis and Conversion Rates

Tracks candidate drop-off at each pipeline stage to identify bottlenecks. Funnel analysis directs improvement effort to the highest-impact process steps.

Lesson 2 • Building Recruitment Dashboards

Designs visual dashboards that communicate talent acquisition performance to different audiences. Effective dashboards turn raw data into decisions for recruiters and executives alike.

Lesson 3 • Core Recruitment Metrics

Defines the essential KPIs that measure efficiency, quality, and cost across the talent acquisition funnel. Mastery of these metrics enables evidence-based recruiter performance reviews.

Lesson 4 • Diversity and Inclusion Metrics

Measures representation at each funnel stage to detect and address systemic bias. Diversity metrics connect recruitment practice to organisational equity goals.