HR and Recruitment Course

Lesson 1 • Overview of the Recruitment Lifecycle

Maps every stage from workforce planning to onboarding. Provides a framework students will apply throughout the course.

Lesson 2 • Legal and Ethical Foundations

Introduces equal opportunity principles, anti-discrimination obligations, and data privacy in hiring. Ensures compliant practice from the outset.

Lesson 3 • The HR Function in Organizations

Defines HR's strategic and operational roles within a business. Connects people management to organizational performance and sets context for all subsequent topics.

Lesson 1 • Competency Frameworks

Introduces behavioral and technical competency models used to standardize hiring criteria. Connects role requirements to measurable performance indicators.

Lesson 2 • Writing Job Descriptions and Specifications

Translates job analysis data into clear, compliant job descriptions and person specifications. Directly supports sourcing and candidate screening.

Lesson 3 • Headcount Budgeting and Approval

Explains how to build a business case for new hires and navigate approval workflows. Ensures students can justify recruitment spend to stakeholders.

Lesson 4 • Strategic Workforce Planning

Covers demand forecasting, supply analysis, and gap identification. Links workforce planning to organizational strategy established in Chapter 1.

Lesson 1 • Employer Branding Essentials

Defines employer value proposition (EVP) and its role in attracting talent. Builds on job analysis outputs to craft authentic brand messaging.

Lesson 2 • Job Advertising and Posting Strategy

Covers writing compelling job ads and selecting optimal posting channels. Directly applies job description skills from Chapter 2.

Lesson 3 • Recruitment Marketing Campaigns

Integrates content marketing, social media, and events into cohesive campaigns. Elevates sourcing from reactive posting to proactive talent marketing.

Lesson 4 • Active and Passive Candidate Sourcing

Teaches Boolean search, social recruiting, and talent community building. Expands sourcing beyond inbound applicants to reach passive talent.

Lesson 1 • Shortlisting and Candidate Ranking

Applies scoring matrices to rank candidates objectively against role criteria. Prepares a defensible shortlist for interview panels.

Lesson 2 • Telephone and Video Screening

Teaches structured phone and video screening to verify baseline qualifications efficiently. Bridges initial screening and formal interviews.

Lesson 3 • Application Review and Resume Screening

Establishes criteria-based resume review using job specifications from Chapter 2. Introduces ATS filtering and manual screening workflows.

Lesson 1 • Scoring, Calibration, and Decision-Making

Establishes consistent scoring rubrics and panel calibration processes. Produces defensible, data-informed hiring decisions.

Lesson 2 • Behavioral and Situational Questioning

Teaches STAR-method questioning to elicit evidence of past and future behavior. Directly applies competency frameworks developed in Chapter 2.

Lesson 3 • Bias Recognition and Mitigation

Identifies common cognitive biases affecting interview decisions and provides mitigation strategies. Reinforces ethical foundations from Chapter 1.

Lesson 4 • Candidate Experience During Interviews

Examines how interview design affects candidate perception of the employer brand. Connects back to employer branding goals from Chapter 3.

Lesson 1 • Reference and Background Checks

Covers structured reference checking and background verification processes. Ensures candidates meet role requirements and organizational standards.

Lesson 2 • Compliance in Pre-Employment Processes

Applies data privacy and equal opportunity principles to offer and verification stages. Prevents legal exposure during the final hiring phase.

Lesson 3 • Extending and Closing the Offer

Covers verbal and written offer delivery, negotiation handling, and offer acceptance workflows. Ensures a smooth transition to onboarding.

Lesson 4 • Final Selection Decision Process

Integrates interview scores, assessment results, and stakeholder input into a final hiring decision. Applies scoring and calibration skills from Chapter 5.

Lesson 1 • Cultural and Role Integration

Teaches methods to immerse new hires in organizational culture and clarify performance expectations. Reinforces employer brand promises made during recruitment.

Lesson 2 • Pre-Boarding and Day-One Preparation

Covers administrative setup, equipment provisioning, and welcome communications before the start date. Reduces first-day friction and signals organizational readiness.

Lesson 3 • Onboarding Strategy and Design

Distinguishes onboarding from orientation and establishes a phased integration framework. Connects role clarity from job analysis to the new hire experience.

Lesson 1 • Process Improvement and Optimization

Applies root-cause analysis and iterative improvement cycles to recruitment workflows. Synthesizes all prior chapters into a continuous improvement mindset.

Lesson 2 • Sourcing and Pipeline Analytics

Analyzes channel effectiveness, conversion rates, and pipeline health. Connects sourcing strategy from Chapter 3 to measurable outcomes.

Lesson 3 • Core Recruitment Metrics

Defines essential KPIs including time-to-fill, cost-per-hire, and quality-of-hire. Provides the measurement foundation for all analytical work in this chapter.

Lesson 4 • Recruitment Dashboards and Reporting

Teaches dashboard design and stakeholder reporting for recruitment data. Translates raw metrics into actionable insights for hiring managers and leadership.