Recruitment in practice
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Author: Simon
Carvi -
Level: Beginner - Intermediate
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Study time: 75 minutes
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Module introduction
This module brings together all core actions managers need
on recruitment fundamentals, role definition,
candidate assessment, and hiring decisions.
The ultimate objective? Equip you to make sound decisions: who to hire, who to reject, and when to walk away. You will learn how to lead the hiring process effectively, what to prioritize (and what to avoid) during each recruitment stage, and how to make confident decisions to select, secure, and onboard the right team members.
The ultimate objective? Equip you to make sound decisions: who to hire, who to reject, and when to walk away. You will learn how to lead the hiring process effectively, what to prioritize (and what to avoid) during each recruitment stage, and how to make confident decisions to select, secure, and onboard the right team members.
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Video time: 45 minutes
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Assignment: 10
Simon Carvi
Hiring is not an administrative step. It is a management decision that shapes team performance, culture, and results long after the offer is signed.
Why this module
Treating recruitment as a rushed, urgent task leads to costly hiring mistakes. Too often, managers rely on gut feeling, skip structure, and hire without clear criteria or proper assessment. This module helps you make fact-based hiring decisions, select the right candidates, and ensure new hires succeed beyond probation.
Inside module 6
Recruitment in Practice
1. Stop costly hiring mistakes
- Understand and quantify the real cost of a mis-hire
- Identify the key behaviors that lead to successful hiring decisions
2. Map your hiring process
- Understand each step of the recruitment process end to end
- Map your recruitment workflow and define the hiring panel roles
3. Key decisions before hiring
- Validate the conditions required before opening a job role
- Prepare and pitch a clear business case to C-level to get approval
4. Job Description + Scorecard
- Build a role scorecard with clear success criteria
- Translate the scorecard into a clear, usable job description
5. Get in sync with HR
- Run a structured alignment meeting with HR
- Agree on roles, responsibilities, and decision ownership
6. Your role in the sourcing process
7. Screen applications effectively
- Apply practical screening techniques to filter applications
- Use recommended practices and avoid forbidden screening behaviors
8. When to pivot your hiring strategy
- Identify early signals that the search is not working
- Decide how and when to pivot without lowering standards
9. Run a structured interview
- Prepare interviews with clear objectives and questions
- Run a structured interview using a consistent 5-step approach
10. Closing the hire
- Know when to step in and lead negotiations directly
- Prepare and issue a clear offer letter with defined probation objectives
11. Onboarding your new hire
- Build and execute a structured onboarding plan and timeline
- Set up integration support with a buddy system
Implementation focus
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11 Lessons
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20 Videos
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12 Knowledge checks
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20 Questions
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10 Assignments
Your Recruitment Decisions
Consolidate recruitment decisions on a factual basis. Use clear criteria, structured interviews, and scorecards to ensure your hiring decisions are consistent, defensible, and focused on long-term performance not urgency.
The "Monday Morning Test"
Implement your hiring process end to end. Define the role and job description, organize your department around clear responsibilities, and build a role-based scorecard. Identify the key selling points of the position, prepare structured interview questions, and issue the offer with confidence. Start onboarding with a clear plan with probation objectives aligned with performance expectations.
A word from our students
The key takeaway I gained from the MDP was how to effectively manage team interactions and create Individual Development Plans. Simon provided excellent explanations with clear examples and practical strategies for real management situations.
The program was interactive and immediately applicable to my role as a manager.
Tanyatorn, Purchasing Manager
The key takeaway from the program was the clear process for managing my team member's development. I was particularly impressed by how practical and useful the content was.
I now have high confidence in applying these management frameworks to my daily work.
Kritsaree, Program Manager
The Manager Development Program was the refresher 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 program focuses on what really matters in team management and provides practical implementation guidelines I could apply right away.
Nattha, Regional Business Manager
Manager Development Program
Frequently asked questions
Do I need prior experience as a manager?
No. This module is designed for both new and practicing managers. You can apply the tools right away.
How much time this module will take?
Minimum 75 minutes: 45 minutes of core learning, followed by at least 30 minutes to 1 hour for practical assignments. You can complete the module fully at your own pace.
Can I use this module without the full program?
Yes. You can purchase it individually. Later, you can upgrade to the full Manager Development Program and pay for the missing modules.
Do I get support from Simon?
Individual modules are self-paced and do not include direct support. Personal support and Q&A are only available when you enroll in the full Manager Development Program.
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