What you’ll learn
- Take away 400+ tools: 17 downloadable tool files plus question lists, templates, checklists and search strings in the lecture presentations
- Use 35 ready AI prompts for X-ray search, outreach messages on LinkedIn, Telegram and email, and job presentations
- See 53 services and apps on screen, from a quick look to a detailed demo: LinkedIn Sales Navigator, hireEZ, SeekOut, Lever and more
- Prepare a search with a hiring manager intake checklist, job profile and candidate search map
- Find candidates with 15 sets of ready search strings for LinkedIn, Facebook, Telegram, Instagram and job sites
- Screen resumes and LinkedIn profiles with a CV evaluation checklist and screening scorecard
- Run structured, competency-based and mass interviews with question libraries and interview scorecards
- Sell the role, handle salary expectations and counteroffers, and close the job offer
- Automate sourcing and choose an applicant tracking system with a selection checklist
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Requirements
- No recruiting experience required: every stage comes with a checklist, script or template you can copy
- Nothing to buy for the course itself: tool files and presentations are attached to the lectures
- Services shown in the course are optional; many have a free plan or a trial
- A LinkedIn account is helpful for the sourcing lectures
- Start with the first four sections, then open the specialist sections you need
Description
This course contains the use of artificial intelligence.
413 tools for recruiters in one course: 17 downloadable tool files, 273 ready-to-use question lists, templates, procedures, checklists, AI prompts and search strings, 70 models and methods, and 53 services and apps shown on screen.
Open a lecture, take the tool, use it on your next vacancy.
Why vacancies stay open
The job ad is posted, a few resumes come in, none of them fits, and the hiring manager asks every week where the candidates are. The best people are not looking at job sites. To reach them a recruiter needs a clear profile, search strings that find them, a first message they answer and an interview that shows who is in front of you.
What changes after this course
You take the request from the hiring manager so that the criteria are clear. You search where candidates are: LinkedIn, social networks, messengers and communities. You write outreach with AI prompts and test what works. You assess with a scorecard, not with a general impression. You bring the offer to acceptance and hand the newcomer over to onboarding.
What is inside: 413 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.
- 17 downloadable tool files for screening, interviews, assessment and hiring decisions
- 273 ready-to-use tools inside the presentations:
- 53 question lists and conversation scripts: recruiter prescreening, reference checks, hiring manager intake, competency interviews
- 49 templates and sample documents: job requisition form, candidate outreach message, job offer letter, interview scorecard
- 45 step-by-step procedures and workflows: sourcing query construction, candidate outreach follow-up sequence, two-minute resume screening, structured interview preparation
- 41 checklists: hiring manager intake, job advertisement, resume red flags, job offer
- 35 ready AI prompts: personalized candidate outreach, X-ray search generation, STAR question generation, finalist comparison
- 17 scorecards, rubrics and scoring matrices: competency rating scale, screening criteria matrix, potential versus experience hiring matrix, assessment method selection matrix
- 15 sets of search strings: LinkedIn X-ray queries, job site queries, website resume queries, Telegram X-ray queries
- 7 formulas and metric sets: recruitment metrics, hiring quality metrics, screening performance metrics
- 11 other working tools: Boolean search, hiring decision tree, product manager test assignment, team lead feedback role-play
- 70 models and methods explained with examples: structured interview, work sample testing, SHL Universal Competency Framework, Big Five personality
- 53 services and apps shown on screen, from a quick look to a detailed demo: LinkedIn Sales Navigator, hireEZ, SeekOut, Lever, Manatal, Loxo, Textio, ChatGPT and others
Where the tools are
- Recruitment core (4 sections, 184 tools). The recruiter’s role and search preparation, sourcing and Boolean search, outreach, assessment and interviews, negotiation and job offers.
- Advanced candidate screening and assessment (122 tools). Resume screening, structured STAR interviews, competencies, tests and work samples, scorecards. 15 of the 17 tool files are here.
- Sourcing automation (41 tools). Automation workflow, profile parsing, outreach automation, browser tools and applicant tracking systems.
- Competency-based interviewing (63 tools). Competency profiles, scorecards, structured and panel interviews, behavioral scales.
- Interviewing skills and hiring decisions (47 tools). Interview structure, STAR questions, motivation, test tasks and bias reduction.
- Candidate adaptation and onboarding (28 tools). The recruiter’s role after the offer.
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.
I started as a recruiter. At Alfa-Bank I went from recruiter to lead recruiter, chief recruiter and then business partner. My first recruiting in social networks was in 2007, on LinkedIn, and a couple of months later on Xing: few people around me knew these networks yet, but candidates were already there. At the STB television channel I built the recruitment and onboarding department. At Preply and iDeals I set up recruiting around sourcing, and searching for candidates on LinkedIn became our main channel for closing vacancies. The tools in this course come from that work.
How to use the course
Watch the first four sections in order to close one vacancy from request to offer. Then use the rest as a reference: section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 35 lectures across 9 sections, 16.5 hours
- 51 downloadable resources: 17 tool files and the lecture presentations
- 413 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 lecture on search preparation, go through the hiring manager intake checklist and fill in the job profile. Enrol now and start your first lesson today.
Author(s): PapaHR ★ 170K students: Human Resources, HR Management, SHRM, AI Analytics, Recruitment, Payroll, Certification, CIPD, Claude
