This course demonstrates how to successfully implement a modern recruitment process that is structured, fair, and forward-looking: It combines in-depth aptitude assessment with digital and AI-powered recruiting methods. It explains how to professionally create job profiles, conduct structured interviews and assessment centers, and document selection decisions in a transparent manner. Practical knowledge on AI tools, ATS, matching, predictive analytics, and modern sourcing strategies is presented. Legal and ethical aspects such as the GDPR, the General Equal Treatment Act (AGG), works council participation, and the EU AI Act are also addressed.
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Certificates: "Strategic Recruiting" Certificate
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Examination: Praxisbezogene Projektarbeit mit Abschlusspräsentation
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Teaching Times: Full-timeMonday to Friday from 8:30 a.m. to 3:35 p.m. (in weeks with public holidays from 8:30 a.m. to 5:10 p.m.)
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Language of Instruction: German
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Duration: 4 Weeks
General Introduction (approx. 2 days)
Basic Concepts and Quality Criteria
Criterion-Based Evaluation of Application Materials, Screening of Documents
Biography and Documents: Predictive Relevance of Biographical Data
Rating and observation scales, introduction to psychological testing procedures
Quality, Legal Compliance, and Ethics in Personnel Selection – Process and Quality Logic According to DIN 33430 (approx. 1.5 days)
Roles and Responsibilities in the Aptitude Assessment Process
Standards for Documentation and Transparency
Common Mistakes in Selection Decisions, Fairness, Bias, and Intercultural Sensitivity
Requirements Analysis as the Starting Point for Every Selection Process (approx. 1.5 days)
Competency models
Requirements analysis methods—e.g., job analysis
Create job profiles and coordinate them with managers/departments
Relationship between requirement profiles and selection methods
AI-supported document analysis with quality check
Structured Interview as the Core of the Selection Process (approx. 2.5 days)
Types of Interviews
Developing Interview Guides
Questioning Techniques in the Structured Interview
STAR Method
Comparing the CARE Method to the STAR Method
BIAS and Other Sources of Error
Rating Scales and Documentation During the Interview
Recruiting as a Strategic Process—From Need to Application (approx. 1 day)
Recruiting Process Model (Job Fit)
Value-Orientation, Commitment, and Identification with the Company
Digital and AI-powered recruiting approaches – sourcing strategies
Target Audience Approaches in Recruiting
Requirements of New Work and Digital Natives (approx. 2.5 days)
AI-powered matching and screening approaches
AI-powered applicant tracking systems (ATS), chatbots in recruiting
Predictive analytics for talent acquisition
Prompting Using Concrete Examples in a Recruiting Context
Online Interviews—Opportunities and Challenges
Assessment Centers and Simulation-Based Methods (approx. 1.5 days)
Definition and Distinction, Benefits
Requirement dimensions in the assessment center, models and exercises, AC designs
Work samples, case studies, and simulations (inbox exercise)
Group discussions and case studies as AC elements
Gamification and VR/AR approaches in diagnostics
360-Degree Feedback
Analysis and Actions (approx. 1.5 days)
Observers and Participants in the Assessment Center
Selection, training, observer conference
Observation Errors in the Assessment Center
Forming and documenting an overall diagnostic assessment
Feedback session, evaluation of the selection process
Proactively Addressing Challenges in the Candidate Experience (approx. 1 day)
Fairness and Transparency
Occupational Personality Analysis – Overview: BIP, GPOP, RMP, NEO
Career-Related Personality Analysis – In-Depth Coverage and Use Cases
Legal Framework (approx. 1.5 days)
Data Protection (GDPR, BDSG), Art. 22 GDPR, and Profiling
AGG in the Hiring Process
Involving the Works Council – Fundamentals of the Works Constitution Act (BetrVG), Co-determination Regarding Technical Systems
The EU AI Act in an HR Context
Outlook: FutureSkills and Metacompetencies
Project work (approx. 3 days)
To consolidate the content learned
Presentation of the project results
Changes are possible, the course content is updated regularly.
In this continuing education program, you’ll combine modern recruiting practices with sound aptitude assessment. You’ll learn to create job profiles systematically and in accordance with DIN standards, select appropriate assessment methods, and conduct and document interviews and assessment centers in a structured, fair, and transparent manner. In addition, you’ll be able to critically evaluate and apply AI-powered recruiting tools in a practical context, as well as confidently incorporate legal requirements (data protection, the General Equal Treatment Act [AGG], works council participation, and the AI Act) into the selection process.
The course is designed for employees in the fields of human resources, recruiting, personnel management, and personnel development.
The knowledge gained is particularly relevant for roles in the areas of recruiting, talent acquisition, human resources management, HR development, and employer branding.
The combination of aptitude assessments, structured selection processes, and digital and AI-supported recruiting methods opens up career opportunities in companies, HR departments, recruiting agencies, and staffing firms. There is particularly high demand for professionals who can combine traditional recruitment methods with digital tools and design selection processes that are structured, transparent, and quality-oriented.
Your meaningful certificate provides a detailed insight into the qualifications you have acquired and improves your career prospects.
Didactic concept
Your lecturers are highly qualified both professionally and didactically and will teach you from the first to the last day (no self-study system).
You will learn in effective small groups. The courses usually consist of 6 to 25 participants. The general lessons are supplemented by numerous practical exercises in all course modules. The practice phase is an important part of the course, as it is during this time that you process what you have just learned and gain confidence and routine in its application. The final section of the course involves a project, a case study or a final exam.
Virtual classroom alfaview®
Lessons take place using modern alfaview® video technology - either from the comfort of your own home or at our premises at Bildungszentrum. The entire course can see each other face-to-face via alfaview®, communicate with each other in lip-sync voice quality and work on joint projects. Of course, you can also see and talk to your connected trainers live at any time and you will be taught by your lecturers in real time for the entire duration of the course. The lessons are not e-learning, but real live face-to-face lessons via video technology.
The courses at alfatraining are funded by Agentur für Arbeit and are certified in accordance with the AZAV approval regulation. When submitting a Bildungsgutscheinor Aktivierungs- und Vermittlungsgutschein, the entire course costs are usually covered by your funding body.
Funding is also possible via Europäischen Sozialfonds (ESF), Deutsche Rentenversicherung (DRV) or regional funding programs. As a regular soldier, you have the option of attending further training courses via Berufsförderungsdienst (BFD). Companies can also have their employees qualified via funding from Agentur für Arbeit (Qualifizierungschancengesetz).