[100% OFF] Hiring Manager Training: Interview, Assess and Select [EN]

This course contains the use of artificial intelligence.

Seventy-eight percent of hiring decisions are made in the first ten minutes of the interview. The remaining fifty minutes are spent collecting evidence for a decision that has already happened.

Everybody knows this about other people. Almost nobody believes it about themselves.

What that costs you

You hire the person you enjoyed talking to, and discover in month three that the enjoyable conversation and the job had very little to do with each other. You write requirements that cannot be scored, so two interviewers come back with two impressions and the louder one wins. You ask about a project and get a story told forty times, polished smooth. And you reject someone with "we decided to go in a different direction", which costs you nothing today and costs your employer brand steadily.

A bad hire has a formula attached to it, and the number is larger than most managers expect.

What the course covers

Thirty lessons, built as the sequence a hiring manager actually goes through. The profile first: job analysis, interviewing the people currently doing the work, describing competencies so two readers understand them identically, and using ready-made libraries without importing somebody else's role.

Then candidate experience, which most managers treat as the recruiter's problem and which decides whether your chosen candidate accepts. The journey map, communication cadence, rejection letters, interviewer training, and the metrics that predict someone dropping out.

Assessment, and the scorecard that makes it comparable

Then assessment as a discipline. Scanning a CV in the right order and separating real red flags from myths. Structuring an interview for a specific role rather than repeating your favourite questions. STAR and CARE, and how to tell a genuine achievement from a rehearsed one. Assessing soft skills so they produce evidence rather than adjectives. When a test adds information and when it just adds delay.

Then the scorecard, which is what makes any of this comparable between interviewers: the intake meeting with your recruiter, must-have separated from nice-to-have, behavioural indicators describing what you will actually see, and a five-point anchored scale so two people scoring the same candidate arrive close to each other. Plus the rollout — RACI, metrics, and the responses to "I have no time" and "I can already tell".

Who is teaching this

Mike, the number one HR instructor on Udemy. More than 1.6 million course enrolments, over 150,000 professionals trained, PHRi and SHRM-CP certified, HRCI representative in more than 10 countries. I built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals. I have also hired confidently on instinct and been wrong, which is what eventually made me use a scorecard.

What is included

• Lifetime access to all course materials

• Active instructor support in the Q&A section

• Udemy Certificate of Completion

• Practical assignments and real business cases

• A section with additional courses, tools and resources

One test before you start

Think of your best hire and your worst. Write down what you knew about each at the offer stage. If the two lists look similar, your process is not telling you the difference, and that is exactly what this course fixes. Enrol now and start the first lesson today.