Academy · Module 6 · Free
Recruitment Training
Recruitment isn’t about filling vacancies fast, it’s about deliberate hiring decisions: who to bring in, who to walk away from, and when a role should stay open. This module walks the full hiring cycle, from opening the right role to onboarding a new hire through probation, so you hire on criteria and confidence instead of gut feel.
- Free, forever
- 11 lessons
- ≈ 75 min
- Beginner to Intermediate
Implementation focus
- 11
- Lessons
- 20
- Videos
- 12
- Knowledge checks
- 20
- Questions
- 10
- Assignments
Why this module
Recruitment isn’t filling vacancies, it’s deliberate decisions
Recruitment isn’t about filling vacancies or moving fast. It’s about deliberate hiring decisions: who to bring in, who to walk away from, and when a role should stay open.
Done right, recruitment builds stronger teams and avoids costly hiring mistakes. Done wrong, it wastes time, damages your credibility and creates performance problems that last for years. This module gives you a structured process for the whole hiring cycle, so your decisions rest on criteria, not first impressions.
The curriculum
Inside module 6
Stop costly hiring mistakes
- Quantify the real cost of a mis-hire
- The behaviours that lead to good hiring decisions
Map your hiring process
- Understand the recruitment process end to end
- Define the hiring-panel roles
Key decisions before you hire
- Validate the conditions before opening a role
- Pitch the business case to get approval
Job description + scorecard
- Build a role scorecard with clear success criteria
- Turn the scorecard into a usable job description
Get in sync with HR
- Run a structured alignment meeting with HR
- Agree roles, responsibilities and decision ownership
Your role in the sourcing process
- Reach and engage passive candidates
- Own your responsibilities as the hiring manager
Screen applications effectively
- Practical techniques to filter applications
- Recommended practices, and the screening behaviours to avoid
When to pivot your hiring strategy
- Spot the early signals the search isn’t working
- Decide when to pivot without lowering standards
Run a structured interview
- Prepare clear interview objectives and questions
- A consistent five-step interview approach
Closing the hire
- Know when to step in and lead negotiations
- Issue a clear offer with defined probation objectives
Onboarding your new hire
- Build and run a structured onboarding plan
- Set up integration support with a buddy system
What you’ll cover
The full hiring cycle, run with discipline
Six practical foundations, each one you can put to work the next time you hire.
How to open the right role for the right reasons
Opening a role without clarity creates wasted time, misalignment and poor hires. You’ll challenge the business need behind a request, assess internal alternatives before recruiting externally, and validate that the timing, scope and budget are justified, so roles open on business impact, not pressure.
How to define clear hiring criteria before sourcing
Vague criteria lead to inconsistent screening and subjective decisions. You’ll translate business needs into must-have and nice-to-have criteria and justify the role by articulating its ROI, so sourcing and assessment stay focused, consistent and objective across every candidate.
How to run a structured hiring process
Unstructured processes create delays, bias and weak decisions. You’ll design a simple end-to-end hiring flow, define who owns what between you and HR, sequence the interviews, and set clear decision checkpoints, keeping momentum without losing fairness.
How to screen and assess candidates effectively
CVs and first impressions are unreliable indicators of performance. You’ll screen candidates against predefined criteria, assess evidence instead of opinions, and avoid the common evaluation traps, so your shortlist is built on facts, not gut feeling.
How to run a structured interview
You’ll use targeted questions that actually predict on-the-job performance, and a consistent five-step approach, so you can compare candidates fairly instead of going on chemistry.
How to close the hire and onboard for probation
You’ll know when to step into negotiation and closing, align the offer with expectations to secure commitment, and set clear probation objectives so your new hire ramps fast and passes probation.
Signature tools
What you walk away with
Recruitment decisions, on a factual basis
Consolidate hiring decisions on facts. Use clear criteria, structured interviews and a scorecard so your decisions are consistent, defensible and focused on long-term performance, not the urgency to fill a seat.
The “Monday Morning Test”
Run your hiring process end to end: define the role and scorecard, organise the panel around clear responsibilities, prepare structured interview questions, issue the offer with confidence, and start onboarding with probation objectives tied to performance.
Who you hire, and who you walk away from, shapes your team more than almost anything else you do. Treat recruitment as the management decision it is.Simon Carvi
From managers who took it
Applied the same week
“The biggest takeaway was how to manage team interactions and build real individual development plans. Simon explains everything with clear examples and practical strategies you can use in real situations.”
“A clear process for developing my team members. I was struck by how practical and useful the content was, and I now have real confidence applying these management frameworks in my daily work.”
“Exactly what I needed for managing a team. Instead of vague theory, I learned how to set clear goals, give direct feedback and coach with confidence, the kind of thing you can apply right away.”
FAQ
Questions
Do I need to be hiring right now?
No. It’s built for both new and practising managers. You’ll get the most from it if you have a hire coming up, so you can apply the scorecard and process to a real role.
How long does the module take?
Around 75 minutes, plus the templates and playbooks. It’s self-paced, so you can do it in one sitting or a few short ones.
Is it really free?
Yes. Every module in the Academy is free, forever. You only pay when you want your co-pilot to help you apply it with your team week to week, or to add a coaching session with a Monday Simon coach.
What will I be able to do by the end?
Open the right role, build a scorecard and job description, screen candidates objectively, run a structured interview, close the offer, and onboard a new hire for probation.
Start Recruitment free
Every module in the Academy is free, forever. Learn it, then apply it with your team using the co-pilot.
The Academy is free, forever.