The Lean Recruiting Toolkit: Yellow Belt Certificate
4.4 (93 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
1,510 students enrolled

The Lean Recruiting Toolkit: Yellow Belt Certificate

An Agile Blueprint for Creating & Executing Top Hiring Strategies Using Lean, Agile & Kaizen Methodologies. Free Book!
4.4 (92 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
1,510 students enrolled
Created by Craig Brown
Last updated 5/2020
English [Auto]
Current price: $139.99 Original price: $199.99 Discount: 30% off
5 hours left at this price!
30-Day Money-Back Guarantee
This course includes
  • 4.5 hours on-demand video
  • 10 articles
  • 12 downloadable resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • You will obtain your Lean Recruiting Yellow Belt Certificate upon completion of the course.
  • You will learn the about Lean Recruiting Process, and how to effectively implement it.
  • Receive a free copy of my book, 'The Lean Recruiting Toolkit' (Amazon) as a reference guide.
  • You will learn how to use the Lean Recruiting Canvas - free download.
  • You will learn how to identify both Obstructive Catalysts™ and Latent Catalysts™, and then act upon them.
  • You will learn how to hire better candidates faster, who will stay longer and contribute more.
  • You will be able to demonstrate to, and get increased buy-in from, Hiring Managers on requirements and processes.
  • Based on the role at hand, you will decide where your candidate will be most likely found; Active, Passive or Hybrid™ sources.
  • You will learn to accurately define the real commercial justification for the hire.
  • You will learn how to clearly evaluate what type of hire you need (PT, FT,contractor etc).
  • You will learn how to decide what key 3 or 4 traits / skills are required of your new hire, while omitting the fluff.
  • You will learn how to define what makes your company unique in the marketplace, giving top candidates the confidence to apply to your company.
  • You will learn to elicit, and then highlight, what is appealing about your role to top candidates.
  • Based on your Ideal Candidate description, you will learn how to define a Recruiting Process unique to this role.
  • You will learn how to define a Key Metrics process, and implement it ensuring we measure what we do.
  • Tying everything back to the business, you will learn how to calculate Cost Structure (free calculator download), Value Added and Return-on-Investment.
  • You will learn how to create effective Job Ads, as opposed to Job Descriptions.
  • You will learn how to effectively communicate with, and get sign-off from, the Hiring Manager.
  • You will learn how to conduct effective screening calls every time.
  • You will learn how to reject candidates professionally, without damaging your brand.
  • You will learn how to implement Agile techniques to change directions, when new information comes to light.
  • 2+ Years of talent acquisition experience OR have completed my 'Recruiter Training - Hire Top Employees in 30 Days' course.
  • Laptop or desktop computer.
  • Internet connection.
  • A genuine desire to learn new talent acquisition strategies.
  • Note: If you have less than two year's experience in talent acquisition, consider signing up for my other course 'Recruiter Training - Hire Top Employees in 30 Days'

'Excellent course - very useful and insightful. With 20 years recruitment experience, I can really see how the knowledge gained here can be utilized at all levels!' ~ Tom Dillon

'I am enjoying it. It is very clear and concise.'~ Grant Kennedy

'I like the way the course is set up – so far so good. The instructor seems to be adept at explaining concepts simply, yet effectively. I thought the free book download was a nice touch.' ~ R Prendergast

Are you tired of having that “perfect” job candidate slip away between your fingers? Are you frustrated with ever-changing hiring requirements? Are you discouraged by the lack of qualified talent in the marketplace?

The Lean Recruiting Toolkit eLearning course provides simple solutions to these and other challenges facing talent acquisition professionals in today’s hyper-competitive, candidate-driven marketplace. It is a practical, step-by-step guide to creating and executing your very own Lean and Agile recruiting strategies to ensure you hire better employees faster -- who end up staying longer. What’s more, using the Kaizen theory of continuous improvement, your results get better and better over time, freeing up your schedule to do the rest of your job!

Using the Lean Recruiting Canvas created by recruiting expert Craig E Brown, you will be carefully guided through this strategic framework in a methodical, yet efficient, fashion. Whether it is…

· Accurately defining the core problem that led management to believe that hiring someone is necessary,

· Deciding which characteristics and traits are necessary for a specific role based on proof points,

· or analyzing the Return-on-Investment (ROI) of your new hire to ensure business requirements are met or exceeded.

What are you waiting for? Start Now!

Why Our Course Is Successful

· Real content from top, proven, successful recruiters

· Video updates (you own this course for life)

· Cuts time-to-hire significantly, while drastically improving on quality

· We share with you recruiting secrets that most headhunters keep secret

About You

You are looking to improve your recruiting strategies to find better talent faster than ever before. Perhaps you are looking for software developers, maybe finance professionals, maybe technical sales people. No matter the vertical, we can help.

You are in internal talent acquisition professional with at least two years experience, You are familiar with all of the main components of the recruitment function, such as interviewing, writing job ads, communication with both Hiring Managers and candidates and conducting Boolean search.

About Me

I have over almost two decades of experience in recruiting, interviewing, assessing and hiring top job candidates. I have successfully recruited and hired employees in a number of professions in the US, Canada, the UK, Ireland and Japan. I have spent a great deal of time working on how to (a) improve results while at the same time (b) shortening the length of the recruitment process. I have now turned this into a formal, repeatable system for you.

I am also the author of the Lean Recruiting Toolkit (amazon), which has been read by top Talent Acquisition professionals around the world.

Also, I have verifiable testimonials from real clients on my LinkedIn profile - a rarity in my industry. Outside of work, I enjoy spending time with my family, trying craft beers, playing guitar poorly yet enthusiastically, and walking my dog, Bob.

It's time to take Action!

We have designed this course so that you can take action. The course is broken down into bite sized videos, with practical action points for each one. You can then go back to each video at a later date to review - you own this course for life!

This course is designed for everyone with more than two years experience.

Keep reading...

Our method is simple, repeatable and broken down into manageable steps. This is a project-based course that will help you look good by making great hires quickly.

*Note: This is not a course on recruiting 'hacks' or other hiring shortcuts or tricks - these never work in the long term. This is a step-by-step course on how to create, execute and then improve upon your very own Lean Recruiting Strategies.

What We Cover

· How to create a lean recruiting plan using the Lean Recruiting Canvas. The Canvas consist of 10 sections for consideration when making your plan.

· How to effectively communicate with Hiring Managers and candidates throughout the process.

· How to write effective Job Ads, as opposed to Job Descriptions.

· How to professionally break up with unsuccessful candidates

· How to recognize, and act upon, both Latent and Obstructive Catalysts™

What You Get

· An instructor who really wants you to succeed and is here to answer your questions.

· A complete and thorough step-by-step guide on creating and executing your Lean Recruiting Strategy

What You'll Need

· Internet access

· A laptop, tablet or computer

· A drive to learn new ways to recruit and hire

We believe in our course because the steps we have developed have made us extremely successful in the recruitment field. Just be willing to follow the steps, and follow it through to the end, and you will be successful in creating your very own Lean Recruiting Strategies.

In fact, we are so confident you will find this course to be useful, that we offer a full 30-day, no-questions-asked refund guarantee. You literally have nothing to lose!

What are you waiting for? Enroll with us today!

Who this course is for:
  • Intermediate or Senior talent acquisition specialists. (Junior or new TA people to complete my 'Recruiter Training - Hire Top Employees in 30 Days' course first)
  • HR Pros who are interested in having a framework for applying Lean / Agile / Kaizen principles to the TA function.
  • All size employers from any industry vertical. Also all types of employers, including private sector, non-profit and charity.
Course content
Expand all 60 lectures 04:44:49
+ Background
11 lectures 28:07

The first time I took an online course, I was a little unsure of how to go about it. In this short video, I advise you to take the course using two main steps. We all have different learning styles and this two-step process seems to take into account the learning styles of most students.

  1. Binge watch each section. Think of it as Netflix replacement therapy. Don't even take notes, just watch and let it sink in.

  2. Then, go back and watch again one lesson at a time, focusing closely on the lessons that are of most value to you. Implement the points as you go along.

Preview 01:20

'I do enjoy reading the book. I love books from which I can learn and which challenge me to look at my work/profession from a different perspective. Your books belongs 100% to this category.' ~ Cezary Wasiak

Feel free to download a copy of my book entitled 'The Lean Recruiting Toolkit: An Agile Blueprint for Creating & Executing Top Hiring Strategies' for future reference. It is in pdf form and is yours to keep forever. You have my permission to share with friends and colleagues as you see fit. If you prefer a physical copy, it can be ordered on Amazon.

Additional Content! Free Copy of 'The Lean Recruiting Toolkit' book

Out of the thousands of students I have taught so far on Udemy through various courses, I am happy to say very few of my students have requested refunds. However, if you feel you would like to part ways within 30 days of purchase, we will show you how to request one.

Note: If you have suggestions to improve this course, either through making changes, additions, or even deletions, please do reach out to me via the Udemy messaging system. I would be delighted to hear from you. Feedback will be the cornerstone of success for this course going forward.

Preview 00:24

In this lesson, we introduce the importance of 'strategy' in recruiting by making use of a Venn diagram, which also happens to be our logo. Normally, recruiting involves using both skill (interview skills, Boolean search skills) and technology (ATSs, Psychometric assessments). A third ingredient - strategy - brings it all together and gives direction to our efforts. This course is all about the strategy.

Preview 03:06

We all think we know what the word 'strategy' means, but here we create a definition for our purposes in this course. Strategy consists of two main components when it comes to talent acquisition:

  1. Creating a recruiting plan (a Lean Recruiting Canvas).

  2. Building in the capacity to change that plan when new information (Catalysts) come to light.

What is Strategy as it Pertains to Recruitment?

I learned years ago in the military that you should always give an overview of what is to be learned at the beginning of a lecture or course. So here we are.

As the title of the lesson implies, I briefly go over the process for creating and executing a lean recruiting process. First we create a Lean Recruiting Canvas, which consists of 10 categories that require consideration before launching ahead in the search. For example, Hiring Process, defining the Ideal Employee for the role and more.

The second main step is to execute the plan.

Our third step is to change our plan when we encounter a Catalyst, which is an opportunity for improvement.

The Lean Recruiting Process

According to our students, here are the top seven reasons the Lean Recruiting Toolkit process so successful...

  1. It is a flexible recruiting framework to suit all scenarios.

  2. It's not just theory. It is a practical step-by-step strategy for implementing Lean practices.

  3. The Lean Recruiting Canvas helps you get buy-in from Hiring Managers.

  4. It aligns business requirements with the recruitment function.

  5. It results in longer employee retention rates.

  6. It shortens time-to-hire considerably.

  7. And very importantly, it results in a more positive candidate experience.

Preview 04:03

It is important that you understand the history of just-in-time / lean theory for your work going forward. The terminology in this course, and much of the theory, comes to us from the manufacturing world in the 1960s and 1970s, and later the Silicon Valley.

A Brief History of Lean

Lean, Agile, Catalyst, Kaizen and Muda. Having a common vocabulary will help you not only communicate with talent acquisition colleagues, but colleagues you may have in manufacturing or software development.

Terms You Will Encounter

Before launching into the body of this course, we will have a brief look at the Muda, or 'wastes' in recruiting. By identifying them, we can work to eliminate them in the future.

  1. Lack of fit. This involves a lack of alignment with company goals and employee goals.

  2. Waiting. This is the amount of time between each of the steps in your recruiting process.

  3. Unnecessary hiring. Challenge yourself and management as to whether you really need to make this hire.

  4. Opportunity cost. What other parts of your HR role could you be doing other than recruiting?

  5. Poor hiring process. One size does not fit all. A hiring process that is not suited to the role will deter good candidates.

Preview 03:58
Section 1 Review
+ The Lean Recruiting Canvas - Making Your Plan
29 lectures 02:30:40

In this lesson, I take you on a tour of the Lean Recruiting Canvas and its 10 building blocks. By defining what each of these mean precisely, we'll be able to complete each block accurately when the time comes.

Intro to the Lean Recruiting Canvas

Pleased download one or more copies of the Lean Recruiting Canvas before processing. Just click on the Resources tab. And get a pen!

Download Blank Lean Recruiting Canvas

To download a copy of the Lean Recruiting Canvas Cheat Sheet, click on the Resources tab.

Download a Lean Recruiting Canvas Cheat Sheet

We will have a brief look at some completed example canvases I have filled out. These are also available for download via the Resources link in this lesson.

Example Canvases

Download Example Canvases seen in the previous lesson by clicking on the Resources tab.

Download Example Canvases

Our first block in the Lean Recruiting Canvas is the 'Problem'. We define the Problem as a clear statement of a business problem that has convinced one or more people in your organization that someone must be hired.

Problems generally stem from a desire to increase revenues, decrease expenditures or improve efficiencies, depending on whether you work for a private sector company, public sector, or non-profit organization.

Problem: What Challenge is Your Company Facing?

For each of our canvas blocks, we will examine three separate examples that should give you some ideas for your own company and role. In this lesson, we look at three example Problems.

Problem Examples

Hiring someone on a permanent, full-time basis will be your solution the majority of the time. But what about when it isn't. This lesson encourages to you to think about the alternatives, such as issuing over-time, retraining employees, managing the schedule a little better or hiring contractors.

Finding the most efficient solution will ensure your company is making best use of its resources. It will also sure that people you do hire will be engaged with their work and ultimately stay in the role longer.

Solution: To Hire or Not to Hire

And here are three example Solutions.

Solution Examples

Defining what you are looking for in an employee should be easy now that you have clearly defined your Solution. Come up with three to five bullets. Also, challenge your own assumptions as to what makes a good employee for this type of role. Do a little research. We look at a few bits of research online in this lesson that are applicable to our example roles.

Ideal Employee: Strive for Perfection, Simply

You guessed it. Three examples of the Ideal Employee section filled in.

Ideal Employee Examples

Here we get into a little marketing. If the right job candidate is going to be attracted to your company, they have to know that the company is a stable, viable concern. They will research you online to find out if you are someplace they want to work.

In this lesson, we help you define why your own customers choose to do business with you as a means of demonstrating to the candidate that your organization is a place they want to spend part of their career at. We later use this info when creating our Job Ad.

Company USPs: What Clients Wants & Who Cares?

Three examples of Company USPs.

Company USPs Examples

It may be clear to you why this is an appealing role, but let's face it, you already work there. In this lesson, we help you clearly define the benefits of this role so that we can clearly communicate it on the Job Ad.

I will show you how to write the job duties in a meaningful way, rather than just as a list of tasks. We will also highlight what benefits come with the role, monetary and otherwise. What's important to you may not be important to the candidate, and vice versa, depending on the stage of life they are at.

Role UVP: Why Would Anyone Want Your Job?

Three great examples of Role UVPs

Role UVP EXamples

This section is our longest section, so time for a bit of a quick recap on learnings to date. I also discuss upcoming lessons and talk about their function. Go get yourself a cup of tea / coffee and take a short break before continuing.

Quick Recap!

In this lesson, we examine Active, Passive, and Hybrid™ sourcing techniques. We will also help you decide which techniques are most effective depending on the role you are trying to fill.

Sources: Where Will You Actually Find Candidates?

Three solid Sourcing examples.

Sources Examples

In this lesson, I help you decide what steps are necessary in your hiring process, in what order, and most importantly, why. Hint? It all depends on the role. Why would you have a psychometric assessment for a software developer role? Or a coding test for a sales person?

Eliminating unnecessary steps ensures candidates have confidence in your organization's processes. When you have a really solid and meaningful hiring process, you can process candidates quickly meaning you will not lose them to competing offers.

Process: Create a Hiring Process for Each Role

Watch this lesson for three examples of solid role-specific processes.

Process Examples

There's no point in going through all of this trouble unless we make an effort to measure our results, now is there?

If we measure, we can improve! In this lesson, we examine ratio analysis which involves looking at how many candidates progress from one step in the hiring process to the next, and why. If your numbers balloon in a specific step, then you know where to look to resolve the issue.

Key Metrics: Ratio Analysis to Measure Progress

Three Key Metrics examples.

Key Metrics Examples

Download the Cost Structure calculator by clicking on the Resources tab in this lesson.

Download Cost Structure Calculator

In this lesson, we will determine the annualized cost of hiring a new employee. This includes one-off hiring costs plus the annualized costs of employing your new employee. Why do we do this? So we can tie our hiring activities to actual business requirements.

If math isn't your thing, don't worry, there is a calculator you can download from the Resources tab in the previous lesson to crunch the numbers for you.

Cost Structure: What is the Total Cost of Hiring?

Have a look at three examples of Cost Structure.

Cost Structure Examples

What value does (ideally financial) does your new employee add. Do they earn your company extra revenue? Do they save you money? Is it less tangible. Here is your change to define it, and calculate your Return-on-Investment in hiring your new employee.

Value Added: What Value Will Your Employee Add?

Here are three examples of Value Added to wrap things up.

Value Added Examples

Now that you have completed your canvas, walk away from it and take a break. This will help you get a little perspective for when you review.

When you come back, read your canvas quickly to check for superfluous points. Then, do a cross-block review to check the detail.

Then ask yourself if you can clearly see the difference between your new plan, and what you have done in the past. If there is no difference, you will see the same results.

Summary: How to Effectively Review Your Canvas

You can download the notes from this section by clicking on the Resources tab.

Section 2 Review
+ Strategy Execution: Putting Your Plan to the Test
8 lectures 47:35

Now it is time to execute your strategy as you have planned. In this section, I will give you some overall tips for areas of most interest and sometimes concern.

We will look at getting sign-off with the Hiring Manager, communication with candidates, how to conduct professional and effective screening calls, how to professionally break up with candidates and much more.

Intro to Strategy Execution

A Job Ad is not the same thing as a Job Description. A Job Description is a list of duties and other role-related information used internally at a company.

A Job Ad is a marketing document. Like all good marketing documents it has one purpose only. The purpose of a Job Ad is to get the right people to click 'Apply'. That's it.

In this lesson, we show you all the component parts of an effective Job Ad. Then, we look at a really poor Job Ad online, fix it up, and show you how it should look to attract top candidates.

Job Ads Versus Job Descriptions

In this very handy lesson, we show you how to get sign-off (and importantly buy-in) from the Hiring Manager.

In the lesson, I will share with you effective email wording to use to show the Hiring Manager how the Lean Recruiting process benefits them by saving them time and helping them get to their new employee in a much more timely fashion than normal.

Getting Sign-Off from the Hiring Manager

A lot of talent acquisition professionals don't really have a plan when they go into their screening calls other than conducting a sanity check.

In addition to making sure the candidate's resume matches up with their online profile and to see if they have left any relevant information off their resume, you should also use this occasion to sell the role (Role UVP) and company (Company USPs) to them. The more engaged the candidate is, the likely s/he will hang in there when the Hiring Manager delays coming back to you with feedback.

In this lesson, I will provide you with a 7-step format for conducting effective screening calls every single time.

Screening Calls That Work Every Time

In this lesson, I first discuss the importance of effective communication with the candidate, other than the obvious 'common courtesy'. Great communication means you get better buy-in and a greater chance at getting the candidate to the finish line before they accept an offer with another employer. In addition, we show you techniques to eliminate embellishers, and eliminate people who have already accepted offers elsewhere.

Inform candidates of the entire hiring process at the outset (as agreed with the Hiring Manager), move them to the next step of the hiring process as quickly as possible, and keep them posted on progress, even when nothing is happening.

Effective Candidate Communication - Keep Them on Board Til the End

It is unfortunate, but ultimately most candidates are rejected. I will show you how to reject unsuccessful candidates quickly and professionally, and without damaging your brand. Remember, candidates are potential customers and can act as anti-advocates if improperly treated.

In this lesson, I will provide you with template wording for candidate rejection by email with an explanation of the wording.

Effective Candidate Rejection - Avoid the 'Black Hole'

In this lesson, I will explain the process for engaging with the hiring manager, and coming back to them again should the process need tweaking. As part of this, I will show you how to negotiate an updated canvas with the Hiring Manager, and get sign-off for a second time.

I also provide you with template email wording for effective communication and sign-off.

Effective Hiring Manager Communication

You can download the notes from this section by clicking on the Resources tab.

Section 3 Review
+ Changing Directions for Kaizen Continuous Improvement
6 lectures 33:38

We prefer the word 'Catalyst' to problem, challenge or hiccup. Catalyst implies an opportunity for change, and in our case, improvement.

In this lesson, we discuss the difference between Obstructive Catalysts™ and Latent Catalysts™.

Obstructive Catalysts are when you seemingly hit a dead end in your search. You can either find no candidates, or no right candidates.

Latent Catalysts are a little harder to spot without scheduled reflections. They can be more damaging as sometimes they are noticed until after the candidate is hired. we show you how to catch them before that.

Catalysts: Identifying Opportunities for Improvement

Some of the more common Obstructive Catalysts™ are...

  1. There are simply no qualified candidates on the market. Possible solutions include hiring remotely, pay for relocation, or sometimes just simply wait.

  2. Too many candidates. Sometimes, we can just become paralyzed by indecision. Strong processes can fix this.

  3. The Hiring Manager cancels the requisition. This may not seem like an issue, but you need to find out why they did this. How was the Problem solved?

  4. You have no time. As an HR professional, you have a lot of things on your plate, with this requisition being only one of them. Ask for more time, or more help.

Obstructive Catalysts with Examples

Some of the more Latent Catalysts™ are...

  1. The Hiring manager changed the requirements without telling you, so your candidates are being rejected.

  2. The interviewing panel is looking for something else. 'We'll know it when we see it' mentality.

  3. Automated tests are too hard or inappropriate.

  4. You are searching for the wrong keywords.

The solution? Book a time on your calendar, even 5 minutes, for a weekly review. Do a cross-block review and check you r key metrics. Does something not stack up? If not, why?

Latent Catalysts with Examples

Insanity is doing the same thing over and over again and expecting different results.

  1. Decide what to change.

  2. Create new version of the canvas.

  3. Get buy-in (again).

  4. Execute.

  5. Check for more catalysts.

I have attached a copy of the Lean Recruiting Process for download in the Resources tab.

Agile: Changing Directions

And time for some examples of an Agile mindset in action.

Agile: Changing Directions Examples

You can download the notes from this section by clicking on the Resources tab.

Section 4 review
+ Post Placement
3 lectures 09:36

You're done and you have made your hire. Time to relax.

First, take a few minutes to review your work. Why? It will save you a ton of time the next time you need to hire for the same role again. effectively, you will be beginning form a template you know actually works.

You can review...

  1. Immediately after the placement.

  2. During the annual performance review.

  3. The next time you hire for the same, or similar, role.

Post-Placement Review

Wash. Rinse. Repeat. This lesson shows you how to pick up where you left off the next time you receive a requisition for the same role. Importantly, you need to review the work climate to see if any external factors have changed. The industry? The economy? Has the Hiring Manager changed?

Easy Replication of the Process

You can download the notes from this section by clicking on the Resources tab.

Section 5 review
+ Additional Content
3 lectures 15:10

In this lesson, I discuss how to use the Lean Recruiting Canvas for purposes other than straight up recruitment.

For example...

  1. Helping to reduce lay-offs / redundancies by assessing where current workforce skills can be used.

  2. Reducing company cost-structure.

Alternate Uses of the Lean Recruiting Canvas

As a refresher for many of you, I take a brief look at Boolean search basics. We look at variables such as AND, OR, NOT " ", ( ) and combinations of these to get the best candidates possible while eliminating as many false-positives as is realistic.

We will take a look at a few examples using LinkedIn.

Boolean Search Basics

You can download the notes from this section by clicking on the Resources tab.

Section 6 Review