Course overview
Description generated based on course syllabus and open data.
Strategic context of recruiting, hiring and onboarding
The materials explain how to align recruitment and selection goals with corporate strategy and workforce planning. Roles, competencies, business needs and talent risks are addressed.
Recruitment methods and lawful employee selection
Covers job descriptions, sourcing channels (internal market, referrals, professional networks), structured interviews, skills assessments and compliant background checks.
Social media and hiring analytics
Demonstrates how to use social platforms, quality-of-hire, time-to-fill and pipeline metrics to inform hiring decisions.
Onboarding and employee engagement
Outlines 30-60-90 onboarding planning, mentorship, feedback practices, policy awareness and safe integration into teams for stable performance.
Who benefits from recruiting, hiring and onboarding topics
Who it suits
- HR practitioners and recruiters building systematic hiring and selection.
- Team and project leads participating in interviews and onboarding.
- Entrepreneurs and founders expanding headcount.
- Adjacent professionals involved in sourcing and candidate evaluation.
Who it does not suit
- Those seeking highly niche, industry-specific instructions without adaptation.
- Those not planning to apply recruitment, selection and onboarding in people operations.
- Those expecting tools that make decisions automatically without human oversight.
Recruiting and hiring issues → working outcomes
- Unclear role requirements → aligned competency profiles and selection criteria.
- Long time-to-fill → structured process and basic time and quality metrics.
- Compliance risks → clear principles for checks, documentation and equal opportunity.
- Low newcomer engagement → consistent onboarding and mentor support.
Comparison with alternatives in recruitment, hiring and onboarding
- Self-study: flexible yet lacks verified structure; gaps in legal aspects are likely.
- Short workshops: fast but often without systematic practice and metrics.
- Full outsourcing: reduces workload but limits internal capability building.
Outcomes after studying recruiting, hiring and onboarding
- Understanding the link between company strategy and workforce planning.
- Foundational techniques for recruiting, structured interviewing and assessment.
- Approaches to 30-60-90 onboarding and mentorship support.
- Key metrics: quality of hire, time to hire, cost per hire.
- Practices for legal compliance in selection and employment.
At the outset of the course we will explore the importance of linking recruitment goals with overall company strategy. We then look at a number of options to recruit and select employees both effectively and legally.
.png)
