Talent Acquisition Director: Head of Recruitment, 520+ Tools

Lead HR recruiting: talent acquisition strategy, manager leadership, team management, hiring funnel metrics, templates

Description

This course contains the use of artificial intelligence.

525 tools for the talent acquisition leader in one course: 319 ready-to-use templates, question lists, procedures, checklists and matrices, 117 models and methods, and 89 services and apps shown on screen.

Open a lecture, take the tool, use it with your recruiting team this week.

Why a strong recruiter is not yet a head of recruitment

A recruiter closes vacancies. A head of recruitment answers for the system: how many recruiters are needed, how long a vacancy takes, what a hire costs, why candidates drop out and which recruiter needs help. Without numbers and a way to manage people, the leader ends up closing the hardest vacancies personally while the team waits.

What changes after this course

You audit the system and the team and see the weak points. You plan hiring and the number of recruiters from business plans. You know your channels and employer brand. You select recruiters, train them and coach them in one-on-one meetings. You manage the pipeline with metrics and can tell management in advance what will be closed and when.

What is inside: 525 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.

• 61 downloadable resources: the lecture presentations
• 319 ready-to-use tools inside the presentations:
• 94 templates and sample documents: recruiter staffing calculation, candidate journey map, recruiting SLA, sourcing strategy
• 74 question lists and conversation scripts: recruiter sourcing strategy, recruiter past performance interview, recruitment market intelligence interview, candidate motivation interview
• 57 step-by-step procedures and workflows: workforce planning, recruiter selection, recruiting SLA development, recruitment automation and sourcing
• 50 checklists: recruitment system audit, employer brand audit, recruitment team audit, job offer
• 28 scorecards, rubrics and scoring matrices: recruitment channel selection matrix, EVP positioning, recruiter funnel diagnostics, recruiter performance and bonus
• 6 formulas and metric sets: recruitment metrics, recruiter performance metrics, employee retention metrics
• 1 ready AI prompt
• 1 search string
• 8 other working tools: recruiter coachability assessment, situational leadership, team effectiveness feedback exercise
• 117 models and methods explained with examples: scenario planning, employee value proposition (EVP), competency-based interviewing, work sample assessment
• 89 services and apps shown on screen, from a quick look to a detailed demo: Greenhouse, Lever, Breezy HR, hireEZ, LinkedIn Campaign Manager, RocketReach, Calendly, Airtable and others

Where the tools are

• Talent acquisition leadership (51 tools). System audit, workforce planning, employer branding, recruitment campaigns and referral programs.
• Leading and coaching the recruiting team (41 tools). Selecting and managing recruiters, coaching and one-on-one meetings.
• Pipeline management, automation and candidate experience (112 tools). Vacancy pipelines and funnels, sourcing technology and process optimization. Most of the services are in the lecture on sourcing technology.
• Compensation, CRM and leadership (22 tools).
• People management for talent acquisition leaders (316 tools in 48 lectures). Hiring and onboarding, leadership styles, pay and bonuses, motivation and retention, goals and metrics, one-on-one meetings, coaching, team meetings and change.

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 the STB television channel I built recruiting as a system. Each recruiter reliably closed about 8 vacancies a month, so for 100 vacancies a month I knew how many recruiters I needed. A vacancy took 30 days on average from request to closing and cost one monthly salary. I tracked these numbers, looked for deviations and fixed them. I also had to hire recruiters. At first I spent half an hour on questions with each candidate to see how deep their knowledge went. Then I made a self-assessment checklist of about 120 points with a score, and it later helped me in other companies too.

How to use the course

Watch the three talent acquisition sections in order: system and planning, team, pipeline. Then use the people management lectures as a reference. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 62 lectures across 5 sections, 31.5 hours
• 61 downloadable resources: lecture presentations
• 525 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

Open the first lecture and go through the recruitment system audit checklist. Then calculate how many recruiters you need with the recruiter staffing calculation. Enrol now and start your first lesson today.

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