Course in Personnel Selection and Employment Interviews

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Course in Personnel Selection and Employment Interviews

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Do you struggle to find the ideal candidate in a sea of resumes? Do traditional interviews fail to reveal a candidate’s true potential? A bad hire can cost a company thousands of euros and time and resources. This course is your definitive guide to radically transforming your recruitment and selection process.

You will stop relying solely on intuition or hunches. You will learn to perform rigorous job analysis to identify the exact technical and human profile you require. We dive into competency interviews using the STAR method, the most powerful tool to predict future performance based on clear evidence of real past behaviors and results.

You will master the art of asking with strategic precision. We will teach you how to craft powerful questions and how to read the candidate’s body language to detect doubts, inconsistencies, or hidden strengths. We explore advanced techniques such as Assessment Centers, group dynamics, and the professional use of psychometric testing to evaluate aptitudes and personality objectively.

The course covers vital new trends: Recruitment 2.0, Employer Branding to attract top talent, and strategic use of KPIs. At the end, you will confidently close the process with successful salary negotiation and design an onboarding plan that secures engagement and retention from day one and beyond.

Course Details

💻 Video hours 6
🕒 Study hours 48
🎬 Videos 57
📝 Test 57
📈 Level to Expert Level
Language English and MultiLanguage
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What will you learn in this course?

🔄 Master the competency-based interview and the situational interview to assess real skills and predict performance.
✋ Conduct efficient resume screening and use headhunting techniques to find hard-to-reach profiles.
📈 Design and execute an Assessment Center and group exercises to see candidates in action.
🧠 Interpret psychometric tests and workplace psychometric assessments to analyze personality and aptitudes.
🤝 Employer Branding strategies and Selection 2.0 to attract top talent on social networks and online job boards.
🧘‍♂️ Manage the closing: feedback to candidates, salary negotiation, and the Onboarding and integration process.

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The course syllabus includes:

👨🏻‍🏫 18 Topics

▽ TOPIC 1: MINDSET AND STRATEGIC APPROACH

4 Lessons00:23:44

Conducts strategic interviews to identify talent and cultural fit, reduce bias, collaborate with HR, build a pipeline, and make objective decisions that strengthen the employer brand and team performance.

▶ 1.1 The Critical Role of the Manager in Selection

Lead interviews as a manager to identify top talent, assess cultural fit, collaborate with HR, and make decisions that reduce bias and improve team performance.

05:27

▶ 1.2 Strategic Benefits [1]: Employer Branding

Turn the selection interview into a strategic tool to strengthen employer brand, attract Millennials and Generation Z, and create company advocates even if they do not get the job

05:29

▶ 1.3 Strategic Benefits [2]: Talent Pipeline & Networking

Turn every interview into a talent source: learn to build a candidate pipeline, assess long term potential, document profiles and network to fill future openings with less time and cost

06:21

▶ 1.4 Understanding Biases: The System 1 vs. System 2 Thinking Challenge.

Detect and reduce predictive biases in interviews by applying techniques to activate analytical thinking and make objective, evidence based selection decisions

06:27

▽ TOPIC 2: DEFINING THE PROFILE [JOB DESCRIPTION]

4 Lessons00:24:38

Turn the job description into a strategic tool: align HR and management, define measurable outcomes, and create a candidate profile to assess and prioritize applicants by essential, trainable, and desirable criteria.

▶ 2.1 The Strategic Purpose of the Job Description

Turn the job description into a strategic tool: align HR and the manager, define purpose and measurable outcomes, and improve hiring and performance management.

05:43

▶ 2.2 Creating the Person Specification

How to create and use a Person Specification to objectively evaluate candidates against essential and desirable criteria while avoiding subjective comparisons.

06:13

▶ 2.3 Profile Prioritization: Critical, Important and Useful [Essential vs. Desirable]

Distinguish essential, trainable and optional requirements to create realistic profiles, screen candidates judiciously and focus interviews

06:18

▶ 2.4 Practical Prioritization Exercise [Case Analysis]

How to distinguish essential from desirable requirements and write them in specific, measurable terms to evaluate and prioritize candidates in urgent or high consequence scenarios.

06:24

▽ TOPIC 3: TALENT ATTRACTION

3 Lessons00:19:22

You will design recruitment ads and scripts aligning the manager and HR, defining the role, terms and salary, choosing internal, external or referral channels, and making short effective screening calls.

▶ 3.1 Ad Creation and Market Benchmarking

How to align manager and HR to create an effective job ad: update the job description, define tasks, requirements and conditions, set salary benchmark and write an honest message that attracts and screens candidates.

05:29

▶ 3.2 Internal vs. External Sources of Recruitment

Learn the two main ways to attract talent: internal and external recruitment, their methods, advantages and limitations, and why referrals act as a hybrid option.

07:10

▶ 3.3 First Contact: The Sales Script and the Screening Call

How to create and use a consistent recruiting script to attract and screen candidates, manage salary discussions, and conduct short, effective screening calls that lead to interviews.

06:43

▽ TOPIC 4: CANDIDATE ANALYSIS [PRE-INTERVIEW]

2 Lessons00:15:03

Review and analyze CVs and forms to shape questions, check requirements, identify achievements and motivations, and apply a systematic Yes and No screening based on essential and desirable criteria

▶ 4.1 Methodology for Analyzing a Resume [CV]

Review and analyze a resume before the interview to tailor questions, verify qualifications, and identify achievements and motivations that add value to the role

07:04

▶ 4.2 The Screening Process: CV vs. Forms

Choose either form or resume and apply a systematic screening that avoids narratives: compare each candidate only to the job spec, use two stacks Yes and No and filter by essential and desirable criteria.

07:59

▽ TOPIC 5: INTERVIEW TEAM ALIGNMENT

1 Lessons00:05:39

You will prepare the manager and team to align roles, design interview questions, standardize guidelines and coordinate communication before interviews to select the ideal candidate

▶ 5.1 The Alignment Meeting with HR and the Team

Prepare the manager and team to align roles, interview questions, and communication before interviews by unifying guidelines and anticipating concerns to select the ideal candidate.

05:39

▽ TOPIC 6: TYPES OF INTERVIEWS

3 Lessons00:16:06

Master selecting and conducting unstructured, structured and mixed interviews, planning panel and group interviews, and running video interviews without bias while handling technical failures and assessing competencies rigorously.

▶ 6.1 Structured, Unstructured and Mixed Interviews

Choose the right interview format: differences between unstructured, structured and mixed, advantages and disadvantages, and when to use each to compare candidates and gather relevant information.

03:56

▶ 6.2 Panel vs. Group Interview: Advantages and Configuration

You will distinguish group and panel interviews, when to use each, advantages of panel interviews, and how to plan and evaluate professionally for more reliable, standardized processes.

06:09

▶ 6.3 The Virtual Interview: Adapting to the Digital Environment

How to prepare and run video interviews that reduce bias and preserve depth, handle technical failures, and adapt questioning to rigorously evaluate competencies.

06:01

▽ TOPIC 7: STRUCTURE AND EXECUTION OF THE INTERVIEW

2 Lessons00:11:40

Design and conduct fair, comparable interviews: build rapport, gather evidence using competency STAR questions, and close clearly, creating a comfortable space for natural, candid responses.

▶ 7.1 The Phases of the Interview: Beginning, Body and Closing

Structure and conduct fair, comparable interviews: build initial rapport, collect evidence using competency-based STAR questions, and close with explanations and next steps.

06:31

▶ 7.2 Creating the Right Environment: Rapport and Physical Environment

How to build trust from the first greeting, create a comfortable space, and adjust furniture and language so the candidate responds naturally and honestly in the interview.

05:09

▽ TOPIC 8: QUESTIONING BASICS

4 Lessons00:22:36

Master professional interview closing techniques, strategic use of open and closed questions, and how to spot and rephrase biased questions to obtain real evidence and protect the candidate experience.

▶ 8.1 L Closing the Interview Effectively

How to professionally close an interview: signal transitions, give the candidate a final chance to speak, explain next steps, and manage timelines to protect the candidate experience and employer brand.

04:43

▶ 8.2 The Power of Open vs. Closed-Ended Questions

How to use open-ended questions to probe and closed questions to confirm in selection interviews while maintaining control and gathering performance evidence.

06:35

▶ 8.3 Types of Questions [Specific, Probing, Reflective]

Master types of open questions and when to use each to gather facts, deepen responses, and promote candidate elaboration with probing and accurate reflections.

05:52

▶ 8.4 Questions to Avoid [Leading, Hypothetical, Future, Personal].

Detect and avoid biased interview questions: learn to recognize leading, hypothetical, or personal questions and craft alternatives that elicit real evidence and lower legal risk.

05:26

▽ TOPIC 9: COMPETENCY INTERVIEWING

5 Lessons00:28:41

You will design and analyze competency-based interviews, craft open and behavioral questions, and use the funnel technique and the STAR model to gather and assess concrete performance evidence.

▶ 9.1 Common Errors in Asking Questions [Multiple, Unfinished]

Identify and correct wording traps in interviews to keep questions open and unique, avoid multiple choice options and incomplete questions, and obtain clear, spontaneous answers.

06:01 🔒

▶ 9.2 Fundamentals of Competency Interviewing

You will learn how to use competency based interviews to predict future performance by analyzing past behaviors and crafting questions that elicit concrete evidence of competencies.

05:45 🔒

▶ 9.3 The Question Funnel

How to use the Question Funnel to gather evidence of competencies: set the objective, open with a broad question, probe with reactive follow ups, and confirm with precise closing questions.

05:45 🔒

▶ 9.4 Rules for Formulating Behavioral Questions

How to formulate effective behavioral questions: use open prompts, anchor in past experiences, avoid leading questions, and ask one clear question at a time.

06:29 🔒

▶ 9.5 Practical Exercise: Identifying Competencies [Case Analysis]

You will analyze a behavioral interview response to break down specific behaviors, identify demonstrated competencies, and apply the STAR model and probing questions to objectively assess the candidate.

04:41 🔒

▽ TOPIC 10: THE STAR MODEL

5 Lessons00:29:51

Master the STAR method to answer and assess interviews: identify incomplete or false responses and steer questions to elicit genuine Situation Task Action Result details.

▶ 10.1 Introduction to the STAR Model [Situation, Task, Action, Result]

Master the STAR method for interviews: describe the situation, explain your task, detail concrete actions, and present results that demonstrate your skills.

05:19 🔒

▶ 10.2 Creating the Opening Question [History, Pressure, Context]

Ask STAR-style opening questions that invite recounting an experience, add pressure, and specify context to assess competencies consistently.

05:50 🔒

▶ 10.3 Handling False and Incomplete STARs

Identify false or incomplete STAR responses and use surgical probing questions to elicit the missing situation, task, action and result.

06:33 🔒

▶ 10.4 STAR Specific Probing Questions

Guide STAR interviews to elicit concrete details about Situation, Task, Action and Result, using probing questions to clarify responsibilities, actions, impacts and lessons learned.

06:11 🔒

▶ 10.5 Managing Inappropriate Responses [Nervousness, Generalizations, [We] vs. [I]].

How to guide behavioral interviews to get concrete answers: calm nerves by explaining STAR, use probing follow-up questions, change 'we' to 'I', and request a second example when the first answer falls short.

05:58 🔒

▽ TOPIC 11: ALTERNATIVE MODELS AND MOTIVATION ASSESSMENT

5 Lessons00:31:04

Master the ATOLLA model to probe actions, thoughts and outcomes, assess potential, motivation and cultural fit, craft open questions and STAR notes, and reduce interviewer bias for objective decisions.

▶ 11.1 An Alternative Model: ATOLLA [Action, Thoughts, Outcome, Learning, Applications]

Master the ATOLLA interview model: how to probe actions, thoughts, results, learning and applications to assess potential, self awareness and learning capacity.

06:12 🔒

▶ 11.2 Motivational Compatibility Assessment

Learn how to assess motivational fit to predict job satisfaction and retention beyond technical skills.

04:53 🔒

▶ 11.3 Probing Candidate Motivation

How to craft initial open questions and what and why probes to reveal a candidate's real motivators and demotivators and verify whether they fit the role

06:18 🔒

▶ 11.4 The Importance of Note Taking: What and How to Record

How to take effective notes in STAR competency interviews to record key behaviors, reduce bias, improve recall, and prepare clear evidence for the team decision.

07:18 🔒

▶ 11.5 Typical Interviewer Errors [Halo, Interruptions, Judgments].

Detect and correct interviewer errors like halo effect, value judgments, suggesting answers, interruptions, and negative body language to get more objective evaluations and improve the candidate experience

06:23 🔒

▽ TOPIC 12: NOTE-TAKING AND COMMON ERRORS

2 Lessons00:14:03

You will identify and correct selection biases such as the halo effect, self fulfilling prophecy, contrast and affinity, interpret evidence, avoid urgency in hiring and use competency based interviews

▶ 12.1 Decision Traps and Cognitive Biases

Avoid biases in the final hiring decision, recognize the halo effect, self-fulfilling prophecy, contrast effect and similarity bias, interpret the evidence and avoid urgent hiring to stay objective.

06:41 🔒

▶ 12.2 Practical Exercise: Error Detection [Case Analysis]

You will detect and correct hiring manager mistakes in selection: lack of preparation, biases, superficial questions, align requirements with HR, and apply competency-based interviews to choose better candidates.

07:22 🔒

▽ TOPIC 13: ASSESSMENT AND SCORING

4 Lessons00:24:44

Evaluate interviews using a STAR scorecard guide: record evidence for Task, Action, Result, use a 1 to 5 scale, calculate average and weighted scores, and select candidates based on competencies, fit and performance indicators

▶ 13.1 Use of Interview Guides and Scorecards

How to objectively assess STAR interviews using a guide scorecard template to document responses, apply a scoring key, and score competencies with STAR notes.

05:49 🔒

▶ 13.2 Methodology for Completing the Assessment Guide

Fill out the evaluation guide before and during the interview: candidate data and competencies, opening question, record evidence using Task Action Result, use the back for extensive notes, and maintain factual objectivity.

04:55 🔒

▶ 13.3 Scoring Methods: Simple vs. Weighted.

Convert interview scores into a final rating from 1 to 5 using a simple average and a weighted calculation based on specified weights.

07:47 🔒

▶ 13.4 Decision Criteria: Predictor versus Performance

Choose candidates based on competencies, fit for the role and genuine interest, and learn to verify that the predictors you use are linked to the performance criterion

06:13 🔒

▽ TOPIC 14: VERIFICATION AND OFFERING

4 Lessons00:19:53

You will turn reference checks into a brief interview that uncovers competencies, prepare the offer aligned with HR, lead the offer meeting, and manage phone communication and a Plan B.

▶ 14.1 Strategic Verification of References

Turn reference checks into a short behavioral interview that uncovers real competencies, aligns preparation with the job posting, and gives practical tips for a successful onboarding.

05:24 🔒

▶ 14.2 Preparing the Job Offer

How to present an irresistible offer: align the proposal with HR, review the candidate's strengths, and anticipate objections to negotiate and increase the likelihood of acceptance.

05:17 🔒

▶ 14.3 The Manager's Role in Presenting the Offer

How a manager should lead the offer meeting: explain why the candidate was chosen, let HR present the terms, and close by answering questions to build trust and commitment.

04:58 🔒

▶ 14.4 Notification to Selected Candidate

Call the selected candidate by phone, probe their interest, assess their reaction, and activate plan B if they decline the offer.

04:14 🔒

▽ TOPIC 15: POST-CONTRACT

3 Lessons00:13:36

Design and implement ethical criteria and a professional onboarding program that measures hiring success, protects the psychological contract, and sustains engagement and productivity of new hires.

▶ 15.1 The Psychological Contract and Hiring Ethics

How to measure the success of a long-term hire, understand the psychological contract, and apply ethical criteria to select and retain talent.

05:04 🔒

▶ 15.2 The Induction Process

Plan professional onboarding: set start date, prepare paperwork and training, and avoid the sink or swim approach to integrate the new hire and reduce turnover.

04:20 🔒

▶ 15.3 Retention of Hired Talent

How to maintain engagement and productivity of new hires after onboarding, managing the psychological contract and manager-influenced factors to prevent early disengagement.

04:12 🔒

▽ TOPIC 16: THE ROLE OF ARTIFICIAL INTELLIGENCE

4 Lessons00:21:06

Master using AI to extract and prioritize skills, screen CVs, generate competency and motivation questions, create personalized job offers, and detect CVs polished by AI.

▶ 16.1 AI in Recruiting: CV Analysis and Competency Definition

How to use AI like ChatGPT to extract and prioritize competencies, screen resumes, and define the focus and questions for an interview

05:37 🔒

▶ 16.2 AI in the Creation of Questions and Offers.

How to use AI to generate competency and motivational fit questions and craft personalized offers by analyzing resumes, job ads, and job descriptions.

04:41 🔒

▶ 16.3 How Candidates Use AI [CVs, Preparation, Analysis].

Discover how candidates use AI to optimize resumes, cover letters, profiles and prepare for interviews, and which techniques recruiters should use to evaluate authenticity and real skills beyond polished text.

05:31 🔒

▶ 16.4 How to Detect the Use of AI in Candidates

Identify answers and resumes polished by AI, detect signs like generic language or inconsistencies between written and spoken responses, and use STAR questions to verify authenticity.

05:17 🔒

▽ TOPIC 17: MOCK INTERVIEWS AND EXAMPLES

2 Lessons00:13:48

Master the STAR model in brief interviews, identify questions for each element, spot biases and red flags in video CVs, and craft behavioral questions that elicit concrete evidence.

▶ 17.1 Mock Interview [Case Study Analysis]

See how the STAR model is used in a short interview: identify which questions match Situation Task Action Result and which techniques the interviewer uses to reduce bias in opening, probing and closing

07:32 🔒

▶ 17.2 Video CV Analysis [Example Critique].

You will identify superficial answers and red flags in a video CV and know which behavioral questions to ask to obtain concrete evidence

06:16 🔒

▽ TOPIC 18: DESCARGA DOCUMENTACIÓN PDF

1 Lessons00:00:00

📥 19.1 Download PDF Documentation

🔒

Personnel Selection Course Details

Course Information: Introduction to Personnel Selection

We offer the [INTRODUCTORY COURSE IN SELECTION AND INTERVIEWS] so you can learn about our practical methodology [Videos, Role-playing, Documentation, etc.]. This introductory module covers the fundamentals of the job profile and the types of interviews, available free of charge so you can evaluate the quality of the content.

To enroll in the introductory course, simply click the [ENROLL] button.

Recruitment and Selection Course for the Unemployed

The Personnel Selection and Job Interview course is a training offer priced at 6$ for unemployed individuals.

Our program will help you identify top talent and build recruitment skills necessary to enrich your experience and enhance your professional competencies and boost your career prospects.

Click to access the offer

Job Interview Course for Professionals with a Discount

Professionalize your hiring with this strategic Personnel Selection course for only $6, ideal for team leaders and HR.

You will learn to identify genuine talent and conduct objective interviews, reducing staff turnover and significantly improving your professional skills with practical tools and templates.

Click to access the offer

Certification in Personnel Selection

At the end of this human resources program, you will receive a diploma that certifies your skill in talent acquisition and professional assessment. This private qualification confirms that you master interview techniques and profile analysis. It is a relevant curricular asset for recruiters, ensuring the student has technical tools to identify candidates' potential with rigor and objectivity. The certificate endorses your professional competence to lead efficient, modern hiring processes adapted to the current market.

Passing the exams is mandatory. This ensures the excellence of our academic training.

Job Opportunities in Recruitment and Selection

The profile of a 'Talent Acquisition Specialist' or Recruitment Specialist is one of the most in demand by companies in all sectors and HR consultancies. Companies need experts who know how to find and retain talent in a competitive market.

With this course, you will be able to work as: IT or generalist Recruiter, Freelance headhunter, Recruitment specialist in HR departments, Talent consultant or People development manager. Additionally, interviewing skills are essential for any leadership or management role.

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REAL Opinions from Students of the Course of Personnel Selection and Interviews

Very practical for recruiters

As an HR professional this course refreshed and improved my competency based interview techniques and helped me greatly

Marta V.

Ideal for team leaders

I learned not to rely solely on gut instinct and to apply objective criteria when making daily personal choices

Jorge L.

Complete and direct

The body language and lie detection section proved interesting and practical for job interviews and real world scenarios

Sandra P.

Frequently asked questions about Personnel Selection and Interviews

What is a competency-based interview?

It is a structured interview technique that focuses on evaluating a candidate's past behaviors to predict their future performance. Specific questions are used for the candidate to describe real situations where they applied concrete skills [Leadership, Teamwork, Problem Solving].

How does this course help filter resumes?

You will learn to conduct an effective [resume screening], quickly identifying keywords, relevant experience, and warning signs [red flags] in a CV. This optimizes time and ensures that only the most suitable candidates advance to the interview stage.

What is Employer Branding and why is it included?

Employer Branding is the company's brand as an employer. In the course we teach how to improve your company's image to naturally attract the best candidates, making them want to work with you even before posting a job opening.

Is it useful for conducting online interviews?

Yes, the course covers the specifics of telephone and video interviews [Selection 2.0]. You will learn how to evaluate competencies through the screen and how to use recruitment software to manage processes remotely.

What is an assessment center?

It is a standardized assessment process in which candidates participate in various tests and simulations [group exercises, case studies] under the observation of assessors. The course teaches you how to design and conduct these sessions for a thorough evaluation.