In the course, you will learn how to implement modern recruiting professionally. Berger starts with the role, the requirements, and the success factors in recruiting. After that, you plan the entire application process from needs assessment to hiring. A separate module covers compelling job ads that are written in a target-group-specific and legally compliant manner.
One focus is on addressing applicants. Active sourcing, social media, and talent pools are covered practically. This is followed by application management using digital tools and applicant tracking systems (ATS). You practice efficient pre-selection with clear criteria and communication with the specialist departments.
Professional interview techniques take up a lot of space. You work with structured questions, interview guides, and the evaluation of conversations. In addition, there is the candidate experience with the key levers of communication, transparency, and speed. The legal foundations in recruiting are firmly planned, i.e., data protection according to GDPR, the AGG, and documentation obligations.
As you progress, you design feedback processes and rejection management in an appreciative manner. You prepare for onboarding and clarify the interface to human resources management and the specialist department. Key figures such as time-to-hire, cost-per-hire, and conversion rates are analyzed. Collaboration with personnel service providers and headhunters is also discussed. Dealing with difficult hires and the shortage of skilled workers is also included. Case studies and exercises round off the training.
The lessons run online with a live instructor. You learn at fixed times, usually in the mornings, together in a group. During the lesson, you ask questions, work on projects, and exchange professional knowledge. This is followed by a self-study phase with specified tasks and scripts. The continuing education lasts 8 weeks.
The course is aimed at recruiting specialists who want to optimize their applicant management processes. Berger assumes basic knowledge of human resources management or an interest in recruiting. According to the provider, experience in applicant selection or personnel recruitment is an advantage. After completion, roles as a recruiter, talent acquisition specialist, HR officer, or personnel consultant are possible.
Berger classifies the educational type as advanced training and qualification. The continuing education courses are certified according to AZAV and therefore eligible for funding via a Bildungsgutschein (education voucher). A laptop and personnel placement are included on request. In addition, there is support before and after the continuing education as well as lifelong access to the bonus portal.
