What you’ll learn
- Take away 340 tools: 24 downloadable tool files plus question lists, procedures, checklists, AI prompts and scorecards in the presentations
- Run a structured interview with a STAR question library, a 45-minute interview agenda and a behavioral interview question bank
- Score candidates with an interview scorecard, a screening scorecard, a final hiring scorecard and a finalist comparison
- Screen before the interview with a CV evaluation checklist and a resume red flags and anti-bias audit
- Use 22 ready AI prompts: STAR questions, STAR answer analysis, CV risk analysis and behavioral indicators
- Design an assessment center with a design checklist, observer briefings, report forms and a results matrix
- Give candidates feedback with sample messages and the COIN template
- Check references and motivation with ready scripts
- Train hiring managers with a program and a trainer handbook
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Requirements
- No interviewing experience required: the course starts with the structure of an interview
- A vacancy you hire for, or plan to, so that you can apply the scorecards
- A ChatGPT or Claude account to try the AI prompts
- Nothing else to buy for the course itself: tool files and presentations are attached to the lectures
Description
This course contains the use of artificial intelligence.
340 tools for interviewing in one course: 24 downloadable tool files, 221 ready-to-use question lists, procedures, checklists, AI prompts and scorecards, 85 models and methods, and 10 services and apps shown on screen.
Open a lecture, take the tool, use it in your next interview.
Why interviews pick the wrong people
Two managers meet the same candidate. One gives five out of five, the other two. Each asked what came to mind and judged by a feeling. The candidate who talks well wins, and three months later the team has a problem. An interview works when everyone asks about the same things, hears evidence instead of opinions and puts the score on one scale.
What changes after this course
You know what you assess before the candidate enters the room. Your questions ask for a real situation, an action and a result. You hear when an answer has no evidence and know how to ask again. Every interviewer fills in the same scorecard, and the final decision compares scores, not impressions. For key roles you add a test task or an assessment center. And candidates get clear feedback, whatever the decision.
What is inside: 340 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.
- 24 downloadable tool files: a CV evaluation checklist, a screening scorecard, an interview scorecard, a STAR question library, an interview preparation and anti-bias workbook, a competency assessment matrix, a test assignment scorecard, a final hiring scorecard, a finalist comparison, a behavioral competency dictionary, an intake meeting script, a hiring manager training program, a trainer handbook, a hiring quality metrics dashboard and others
- 221 ready-to-use tools inside the presentations:
- 57 question lists and scripts: STAR interview technique, Lou Adler two-question interview, candidate motivation, reference checks
- 43 step-by-step procedures and workflows: competency-based interviewing, Bar Raiser hiring, interview scorecard creation, hiring debrief
- 33 checklists: interview preparation, interview confidentiality and legal compliance, interview answer authenticity, interview assessment bias
- 29 templates and sample documents: job profile, 45-minute interview agenda, competency assessment matrix, candidate feedback messages
- 22 ready AI prompts: STAR question generation, STAR answer analysis, finalist comparison, interview scorecard generation
- 19 scorecards, rubrics and matrices: competency evaluation scale, interview method selection matrix, potential versus experience hiring matrix, STAR evidence completeness table
- 5 formulas and metric sets: hiring quality metrics, interview quality metrics, competency assessment metrics
- 13 other working tools: hiring decision tree, product manager test assignment, team lead feedback role-play, SHL Inventory of Management Competencies
- 85 models and methods explained with examples: structured interview, behavioral event interview, Lominger competency model, SHL Universal Competency Framework
- 10 services and apps shown on screen: ChatGPT, TMA Competency Library, 16Personalities, HIGH5, Google Sheets and others
Where the tools are
- Interview core (3 sections, 53 tools). Fundamentals and the STAR method, candidate assessment and scorecards, feedback, offers and negotiation.
- Candidate feedback (40 tools).
- Advanced screening and interview assessment (122 tools). Screening framework, CV and profile screening, structured behavioral interviews, soft skills, tests and cases, scorecards. 15 tool files are here.
- Competency-based interviews, CARE and STAR (63 tools).
- Assessment centers (63 tools). Requirements, exercises, training assessors, running sessions, decisions.
- Interview scorecards (29 tools). Diagnosing bias, building a scorecard, implementing it and training managers. 7 tool files are here.
- Personality typologies in interviews (13 tools).
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.
When I joined a television channel to build recruiting, I found chaos. Recruiters did not know the assessment criteria. They forwarded resumes and invited people to interviews. About half of the new hires did not pass the probation period. In 2010 I introduced a candidate scorecard there, when it was not yet popular. The first thing it showed was how far apart people were: a recruiter gave one score and the hiring manager a completely different one, or two managers scored the same candidate five and two. That gap is where hiring mistakes come from, and a shared scorecard is how you close it.
How to use the course
Watch the first three sections in order: they give the method. Then open the part you need: screening, competency interviews, assessment centers or scorecards. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 39 lectures across 10 sections, 18.5 hours
- 62 downloadable resources: 24 tool files and the lecture presentations
- 340 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 are hiring for. Download the interview scorecard and write the four or five things you will score for that role. 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
