Hiring and Interview Skills to Recruit Top Talent as Manager
John Masud Parvez
5.0 (267)·5h 55m · 48 lectures
$3.00$12–$199up to −98%
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Hiring Manager Training: Interview, Assess and Select [EN]
hiring manager training | interviewing skills | STAR | competency based interview | scorecard | candidate experience
5.011 reviews2,738 learners
- Beginner
- 15h 55m video
- 31 lectures
- English
- Captions
- Updated 2026
Taught by PapaHR ★ 170K students: Courses in Human Resources, HR, SHRM, AI Talent Analytics, HRMS, HRIS, CIPD, Claude, HRCI, PHR, Rewards
- 15h 55m of on-demand video
- 31 lectures across 12 sections
- One-off payment — no subscription
- Lifetime access on web and mobile
- Closed captions (English)
Curriculum
12 sections31 lectures15h 55m total
- What a Job Profile Is and Why Hiring Without One Fails48:53
- Techniques for Building a Profile: Interviews, Surveys, Observation43:22
- Describing Competencies for a Role: Research and Wording40:57
- Ready-Made Competency Libraries and Job Descriptions31:40
- Using the Profile for Hiring, Development, Appraisal and Goals29:48
- Introduction to Candidate Experience: NPS, Glassdoor and Real Cases30:56
- The Structure of the Selection Process and the Candidate Journey Map30:18
- Communication, Candidate Care and Engagement Across the Process25:13
- Interviews: Question Design, Inclusion and Training Interviewers23:01
- Technology and Analytics: ATS, Chatbots, CSAT, NPS, Time-to-Response21:07
- Improving Candidate Experience Through Culture and Real Feedback18:28
- The Assessment System: Why Intuitive Hiring Breaks Down at Scale37:26
- Analysing CVs and Profiles: Red Flags, Myths and What They Reveal36:42
- The Interview as an Assessment Tool Rather Than a Conversation29:36
- Assessing Soft Skills and Potential Without the Fluff32:09
- Tests, Cases and Practical Assignments: When They Help and When Not31:05
- Making the Decision: Combining Stages and Comparing Candidates30:06
About this course
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 w…
Before you start
- Hiring to do, or hiring coming. Every section produces something you use in a real vacancy
- No HR background required. This is written for the manager, not the recruiter
- Willingness to accept that your instinct about people is less reliable than you believe
- English at intermediate level or above, since all lessons are in English
- A spreadsheet for the profile, the scorecard and the comparison matrix
Who it’s for
- Managers who hire for their own team and were never taught how
- Team leads about to make their first hire, where the cost of getting it wrong is highest
- Founders building a team without an HR function to lean on
- Experienced managers whose hires look good at interview and disappoint by month three
- Technical leads interviewing for skills they have but cannot assess in someone else
- Anyone who has hired the person they enjoyed talking to and regretted it
- HR business partners who have to train hiring managers and need the material
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