Certification Course in Talent Acquisition

Learn manpower planning as workforce or human resource planning to ensure the right number and the right skills at the right time, addressing future demand and risks.

Analyze organizational objectives to define manpower needs and assess the current inventory. Forecast future demand and supply, calculate tentative gaps, and monitor progress through control and feedback.

Discover the meaning of job analysis as a systematic process that yields a job description and job specification, contrasting traditional analysis with competency based approaches.

Competency is a measurable blend of knowledge, skills, and attitudes, observable as behavior to differentiate performance, with CS and KSA models and two broad types: behavioral core and functional.

Explore how competency based job analysis centers on observable job behaviors and people qualities, detailing competency names, descriptions, behavior indicators, and proficiency scales.

Define recruitment and selection, show how recruitment sources candidates and informs them to apply, and note talent acquisition as the combined process and headhunting for executive roles.

Explore the steps of recruitment and selection, including sourcing candidates, pre-screening, assessment, decision and offers, background checks, onboarding, and how this process can be customized.

Explore the meaning of sourcing and its channels, such as job portals, agencies, colleges, and networking. Compare internal and external sourcing and their cost, time, loyalty, and training implications.

Explore internal sources—promotion, demotion, and transfers—and external sources such as employee referrals, former employees, media ads, factory gate recruitment, job portals, campus placement, RPO, and job fairs.

Explore common job portals, including Facebook jobs and groups, and learn to choose the right platform by country, profile, and industry, while exploring startups and specialized sectors.

Learn how boolean search optimizes resume screening on job portals using operators like and, or, and not to filter candidates for an iOS and Android mobile developer role.

Leverage LinkedIn as a powerful professional network to find candidates, optimize your profile, search with filters, and reach out via connections or InMail while posting valuable content to build trust.

Learn how to conduct human resources preliminary screening by distinguishing resumes from cover letters, evaluating fit, and conducting effective pre-screening calls and follow-up emails to shortlist candidates.

Identify how assessments drive recruiting by evaluating core competencies. Explore common assessment tests: job-specific knowledge, job-specific skills, cognitive and aptitude tests, creativity, personality, and physical fitness to guide hiring decisions.

Compare unstructured and structured interviews, and emphasize competency-based or behavioral interviews. Apply STAR to extract situation, task, action, result and assess observable competencies to predict future behavior and minimize biases.

Learn how to conduct decision negotiations and job offers, covering salary components, fixed vs variable pay, CTC and in-hand salary, budget alignment, benefits, notice periods, and types of offer documents.

Explore background checks, including verification of work history, academic details, identity, and other checks, with a focus on reference checks and practical do-it-yourself verification tips.

Onboarding guides new employees from offer to productive status, detailing acceptance, waiting period, joining paperwork, induction, product training, and mentoring to accelerate integration.

Explore common recruitment terminologies, including poaching, non-poaching agreements, probation and lateral hiring, and consulting versus consultancy, with focus on IT service and product roles, marketing, and finance.

Explore the challenges of recruitment, from niche skills and unattractive roles to branding limits and high candidate backouts, and learn strategies to recruit effectively across locations and startups.

Explore Hofstede’s six cultural dimensions—power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, long-term orientation, and indulgence vs restraint—and their impact on global business and workplace culture.

Navigate global recruitment by localizing talent branding and job descriptions, using geo-targeted sourcing and inclusive remote interviews with tools like Calendly and Hirevue.

Navigate international labour law by understanding visa types, country-specific contracts, and compliance requirements, while leveraging employer of record services to manage global staff.

Understand expat compensation—base pay, allowances, bonuses, and benefits—and how cost-of-living, global pay structures, and tax systems affect take-home pay.

Design professional onboarding presentations using Gamma and ChatGPT prompts to streamline talent acquisition processes and enhance new-hire onboarding.