Recruitment for startups: How to avoid common pitfalls
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This course is designed to walk you through the most common pitfalls and mistakes that business owners and managers make when recruiting.
What you get:
How the course is structured
Who should take this course
I'm on the discussion board 3 times a week so will be on hand to answer questions, give updates and add new content to the course.
Each module is around 15 minutes long and has an assignment that will take around an hour to complete. You get out of it, what you put in, so do the assignments, come an talk to us in the discussion board and you will get so much more out of the course.
Remember, every minute that you delay in taking this course is another minute taking you further away from your ideal job candidate.
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30 day money back guarantee.
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Certificate of completion.
|Section 1: A quick hello|
It makes sense that you'll want to know more about me and why I'm qualified to teach this course. So here's some information about me and my credentials.
It's always helpful to know a bit more detail about a course before you sign up, so here is a quick breakdown of each section and the lecture subjects you'll be learning about.
I appreciate you taking the time to invest in this course, so here are a few tips on what you need to do to get the best out of this course.
|Section 2: Getting employment status right|
As an employer it's important that you understand the basic differences between the 'types' of people you can hire in your business. This lecture is all about helping you make those distinctions so you can avoid costly tribunal mistakes.
What type of new staff member does your business need?
|Section 3: Cost of recruitment|
|Lecture 6||1 page|
It's really easy to get caught up thinking that the only real recruiting costs are wages.
That is simply not true. During this lecture students will learn all the associated immediate costs and ongoing cost of recruiting new staff.
While you are busy working out your costs, it's always a good idea to talk to your accountant. They know the figures of your business so should be involved in all of your recruitment plans.
|Section 4: Job description and job adverts|
Writing your job advert
Placing your job advert
Why and how to write job descriptions
Things to remember when writing your job description
Involve others with writing the job description
Get writing your job description
|Section 5: Pre-interview stage|
Students will be able to create a shortlisting crieria that works for both pre-interview and at interview.
Once you've selected the best job candidates you need to organise interview dates.
Things to consider are:
|Section 6: Interview stage|
Preparing the interview room
Most common types of interview questions
Students will learn how to create a selection process for the best person for the job.
|Section 7: Post-interview stage|
|Section 8: Need one to one help?|
Michelle Gyimah is a HR Consultant with over 10 years' experience of working on equality issues in the workplace.
She worked for the UK Equality and Human Rights Commission for 8 years before going freelance in 2014. There she specialised in writing guidance for employers and delivering training seminars on equal pay and pregnancy and maternity discrimination.
She holds a Masters in Human Rights from The University of Manchester.
Since going freelance Michelle has had the freedom to really teach what she loves best. Gender Equality. She is keen to embrace technology to be able to reach hundreds of women worldwide to help them reach their full potential in the workplace.
The subjects that she teaches to both employers and employees are of real importance to both individuals and society as a whole. It's her love for these subjects that drives her on to seek ways to work with women (and men) to tackle and eradicate gender inequality in the workplace.
Michelle is a regular contributor to numerous business magazines and lives in Manchester, UK.