Further training Certified recruiter
In cooperation with the Hochschule der Wirtschaft für Management (HdWM) in Mannheim
4.7
Certified by the Hochschule der Wirtschaft für Management (HdWM), Mannheim
This further training course was designed in cooperation with the Mannheim University of Applied Management Sciences and meets the university's quality standards in terms of overall concept, content, trainers and examination. As a result, participants benefit from high-quality qualifications with guaranteed topicality, high practical relevance and excellent trainers.Employer branding and personnel marketing
- Demographics and the (new) target groups.
- Employer brands: What is it really and how does it work?
- Internal Employer Branding.
- A Holistic HR Marketing Strategy: Attracting Target Audiences—But Doing It Right.
From personnel marketing to recruiting
- Selected personnel marketing instruments: Image and job advertisements, career website, university marketing, etc.
Recruiting strategy, processes and touchpoints
- Finding the right recruiting strategy.
- Recruiting processes put to the test.
- Touchpoint map for the target groups.
The "new" recruiter (f/m/d)
- The new role and the right understanding of it.
- Develop skills and competencies.
Classic recruiting tools
- The foundation of skills-based recruiting: job requirements and must-have criteria.
- Clarifying the job requirements and the use of recruitment service providers.
- Targeting specific audiences: industries, generations, messages, platforms, and channels.
- Evaluating, designing, and writing job postings.
Document evaluation and preselection
- Screening of application documents and short profiles.
- Determine the mandatory criteria and conduct phone interviews.
- Ranking and decision-making: Who do I invite?
Labor law aspects in recruiting
- Role of AGG and data privacy in recruiting.
- Advertise jobs in compliance with the AGG - permissible and impermissible questions in interviews, permissibility of background checks.
- Admissibility of medical recruitment examinations - Legal framework for recruiting via internet/social media.
- Screening references - reading and understanding job references.
- Obligations of employers when hiring people with disabilities.
- cancel applicants .
Conduct targeted job interviews
- Targeted interview preparation.
- Create position-related interview guidelines.
- Types of interviews.
- Phases of the job interview.
- Conducting telephone interviews.
- Relationship management in an interview.
- Interviewer skills required.
- Successful questioning techniques.
- Supplementary methods in the interview.
- Mastering difficult interview situations.
- Professionalize gut feeling.
Innovative, modern recruiting tools
- Candidate Experience: Where Do We Win and Lose Candidates?
- Social media strategies and relevant forums: kununu, LinkedIn, etc.
- Effective active sourcing and headhunting tools.
- Recruiters' focus on sales and target audiences.
Digitization, Application Management
- Recruiting workflow, critical positions, IT and AI support.
- Digitalization and Data Protection.
- Efficiency Management and the Use of Key Performance Indicators.
Aptitude diagnostics in personnel selection
- Assessment Center, potential analysis, testing procedures, supplementary situational exercises.
- Quality criteria for aptitude assessment procedures.
- Pitfalls and Cognitive Biases: What Influences Our Judgment and Decisions?
Examination requirements
Completion of the 3 attendance modules of the training course is a prerequisite. In addition, a written paper must be submitted to the examination board four weeks before the examination date.
Type of examination
In addition to technical knowledge, the extent to which candidates are able to apply what they have learned in their own recruiting practice is tested. There is a written and an oral examination as well as a presentation of the written paper to the plenum (consisting of attendees and examiners).
Exam contents
Part 1: Written elaboration
Documentation in a written elaboration, approx. 6 to max. 7
pages in length, of a business case from your own recruiting practice. Summary of the elaboration in the form of a PowerPoint presentation (approx. 10-15 presentation slides). In this way, practical knowledge is further expanded and direct learning success is ensured!
The written elaboration and the presentation (PowerPoint) must be submitted to those responsible at the Haufe Akademie four weeks before the examination date.
Part 2: Written/oral examination and presentation of the written paper
Written final examination (case study), duration: 60 minutes.
Presentation of the written paper in plenary, duration: 20 minutes + 10 minutes of questioning by the examination committee.
Oral examination, duration: 30 minutes per participant.
Contents
Module 1 (4 days):
Employer branding and personnel marketing
- Demographics and the (new) target groups.
- Employer brands: What is it really and how does it work?
- Internal Employer Branding.
- A Holistic HR Marketing Strategy: Attracting Target Audiences—But Doing It Right.
From personnel marketing to recruiting
- Selected personnel marketing instruments: Image and job advertisements, career websites, university marketing, etc.
Recruiting strategy, processes and touchpoints
- Finding the right recruiting strategy.
- Recruiting processes put to the test.
- Touchpoint map for the target groups.
The "new" recruiter (f/m/d)
- The new role and the right understanding of it.
- Develop skills and competencies.
Classic recruiting tools
- The foundation of skills-based recruiting: job requirements and must-have criteria.
- Clarifying job requirements and the use of recruitment service providers.
- Targeting specific audiences: industries, generations, messages, platforms, and channels.
- Evaluating, designing, and writing job postings.
Document evaluation and preselection
- Screening of application documents and short profiles.
- Determine the mandatory criteria and conduct phone interviews.
- Ranking and decision-making: Who do I invite?
Module 2 (2.5 days):
Labor law aspects in recruiting
- Role of AGG and data privacy in recruiting.
- Posting Job Openings in Compliance with the AGG – Permissible and Impermissible Questions in Interviews, Permissibility of Background Checks.
- Admissibility of Medical Pre-Employment Examinations – Legal Framework for Recruitment via the Internet and Social Media.
- Screening references - reading and understanding job references.
- Employer obligations when hiring people with disabilities.
- cancel applicants .
Conduct targeted job interviews
- Targeted interview preparation.
- Create position-related interview guidelines.
- Types of interviews.
- Phases of the job interview.
- Conducting telephone interviews.
- Relationship management in an interview.
- Necessary skills of interviewer:in.
- Successful questioning techniques.
- Supplementary methods in the interview.
- Mastering difficult interview situations.
- Professionalize gut feeling.
Module 3 (2 days):
Innovative, modern recruiting tools
- Candidate Experience: Where Do We Win and Lose Candidates?
- Social media strategies and relevant forums: kununu, LinkedIn, etc.
- Effective active sourcing and headhunting tools.
- Sales and target group orientation of the recruiters.
Digitization, Application Management
- Recruiting workflow, critical positions, IT and AI support.
- Digitalization and Data Protection.
- Efficiency Management and the Use of Key Performance Indicators.
Aptitude diagnostics in personnel selection
- Assessment Center, potential analysis, testing procedures, supplementary situational exercises.
- Quality criteria for aptitude assessment procedures.
- Pitfalls and Cognitive Biases: What Influences Our Judgment and Decisions?
Learning environment
In your online learning environment, you will find useful information, downloads and extra services for this training course once you have registered.
Your benefit
- The course content is geared towards the specific tasks of qualified recruiters in order to support the professionalization of recruiting work.
- Acquisition of valuable know-how on current challenges and developments as well as on classic and modern recruiting tools.
- Successful completion of further training leads to well-founded decisions, better work results and increased acceptance within the company.
- A professional advantage over those who do not hold a corresponding vocational certificate.
Recommended for
Prospective recruitment specialists, personnel officers, career changers and HR employees who want to consistently develop and expand their recruiting qualifications.
Final examination
Exam Requirements
Candidates must have completed the three in-person modules of the continuing education program. In addition, a written paper must be submitted to the exam committee four weeks before the exam date.
Exam Format
In addition to testing subject-matter knowledge, the exam assesses the extent to which candidates are able to apply what they have learned in their own recruiting practice. The exam consists of a written and an oral component, as well as a presentation of the written paper to the plenary session (comprising the participants and the exam panel).
Exam Content
Part 1: Written Paper
Documentation of a business case from the candidate’s own recruiting practice in a written paper (6 to a maximum of 7 pages in length). Summary of the paper in the form of a PowerPoint presentation (approx. 10 to 15 slides). This further expands practical knowledge and ensures direct learning success! The written paper and the presentation (PowerPoint) must be submitted to the Haufe Akademie representatives Haufe Akademie weeks before the exam date.
Part 2: Written/oral exam and presentation of the written paper
Final written exam (case study), duration: 60 minutes.
Presentation of the written paper to the full group, duration: 20 minutes + 10 minutes of questioning by the examination committee.
Oral exam, duration: 30 minutes per participant.
- Customized training courses
- Direct application in practice
- Efficient use of time and resources
Ratings and feedback from our participants
Start dates and details
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