HR TRANSFORMATION · 2.5 HOURS
Hiring and Selection with AI
Hiring and Selection with AI teaches recruiters, HR advisers and hiring managers to decide which recruitment steps a model may draft and which a person must decide. You finish with a one-page selection standard for a real vacancy, covering fairer adverts, meaningful human review of shortlists and an audit trail your organisation can stand behind.
About this course
AI features now appear throughout recruitment, from drafting adverts and interview questions to ranking and scoring applications in the applicant tracking system. A recruitment decision changes someone's working life, and the Equality Act 2010 and UK data protection law apply at every stage, so an organisation needs to know which steps a model may draft and which a person must genuinely decide.
This course teaches recruiters and hiring managers to tie every advert requirement to the job, to tell meaningful human review of a shortlist from a formality, to keep an audit trail against the criteria, and to question a vendor about an AI feature. You finish with a one-page selection standard for a real vacancy or role family that a new hiring manager could follow.
What you will take away
- You will be able to mark every step of a recruitment as one a model may draft or one where a person decides, and explain the difference to a hiring manager.
- You will be able to edit an AI-drafted advert so that every requirement is tied to a criterion in the person specification and wording unrelated to the job is removed.
- You will be able to tell meaningful review of a shortlist, where the reviewer reads the evidence against the criteria and records reasons, from a signature on a tool's ranking.
- You will be able to write audit trail notes that record decisions against the criteria and would make sense to the candidate if they asked to see them.
- You will leave with a signed selection standard naming what a model may draft, who decides each judgement, what the audit trail records, and what candidates are told.
Who this course is for
- Recruiters and talent acquisition partners whose applicant tracking system has added ranking, matching, or scoring features and who need a clear rule for using them.
- HR advisers who run recruitment and want to draft adverts, questions, and candidate emails with AI without introducing wording that excludes people unfairly.
- Hiring managers who shortlist and interview and want to be confident that their review of applications is a real decision and is recorded properly.
- HR professionals who have been asked to assess a vendor's AI recruitment feature and want to know which questions will produce useful answers.
What you will do
Each lesson teaches one part of the method, works through a realistic example, and ends with a check on a case you have not seen. The course closes with an assessment and then the piece of work you sign.
- 5lessons with a worked example and a check
- 7scenario questions in the course assessment
- Signedthe selection standard, with a record anyone can verify
- 2.5 hoursat your own pace, with progress saved
- 01
Lesson
What may be drafted
This lesson draws the line between recruitment text a model may draft, such as adverts and scheduling emails, and every step that judges a candidate, which a person decides. You mark the steps of a finance analyst vacancy and then a warehouse team leader recruitment with the two labels.
- Recruitment is full of writing
- Where a person decides
- What the line does not mean
- Why the line matters at work
You mark 5 statements from a realistic case and receive an explanation for each one.
- 02
Lesson
The criteria come first
This lesson explains why an advert is only as fair as its criteria, and how wording unrelated to the job can amount to direct or indirect discrimination under the Equality Act 2010. You read a drafted advert for its requirements and edit a sales advert so every requirement is tied to a criterion.
- An advert is only as fair as its criteria
- Why this wording matters
- Two labels for each requirement
- The mistake people usually make
You repair a flawed draft so it meets the standard the lesson sets, and your revision is checked against it.
- 03
Lesson
What a person decides
This lesson shows that a person can sign off a shortlist without deciding anything, and sets out four features that make review of the candidate's evidence meaningful. You compare two recruiters using the same ranking feature and choose the hiring manager whose review is a real decision.
- A signature is not a decision
- Four features of meaningful review
- What meaningful review is not
- Why it matters, and the usual mistake
You compare two versions of the same piece of work, choose the stronger one, and see the reasoning behind the answer.
- 04
Lesson
The audit trail
This lesson explains what an audit trail for selection should record at each decision point, and why every note should be written as if the candidate will read it. You compare interview notes and mark each line of a trail entry as recording the decision against the criteria or recording an impression.
- What an audit trail records
- Write every note as if the candidate will read it
- Two labels for each line
- The mistake people usually make
You mark 5 statements from a realistic case and receive an explanation for each one.
- 05
Lesson
Questions for an AI feature
This lesson treats an AI ranking or scoring feature as a decision aid someone else designed, and draws on published UK guidance to set out six questions to ask its vendor. You read a vendor's reassuring claims and choose the message you would send before agreeing to use video interview scoring.
- A decision aid someone else designed
- Six questions to ask
- Two labels for a vendor's reply
- Features that need particular care
- The mistake people usually make
You compare two versions of the same piece of work, choose the stronger one, and see the reasoning behind the answer.
- 06
Course assessment
Course assessment
This lesson recaps drafting and deciding, criteria, meaningful review, the audit trail, and vendor questions, then works a rejection email and the note behind it. You answer seven new recruitment situations with feedback on every choice and need six correct to pass.
- Drafting and deciding
- Criteria first, then meaningful review
- The trail and the questions
You judge 7 new workplace situations, with feedback on every option, and need 6 correct to pass.
- 07
Final work and signed record
The selection standard
In this final lesson you write a one-page selection standard for one real vacancy or role family, covering the criteria, drafted steps, deciders, trail fields, AI features, what candidates are told, and an owner. Each part is checked before you sign the standard for your record.
- What a selection standard is
- Write each part so a new hiring manager could follow it
- How the standard is checked
You write the selection standard for your own work, part by part, and sign it as your record.
GOOD WORK.THE SELECTION STANDARD, SIGNED.
WHAT CHANGES
What the course changes for you and your organisation.
- 01
Fairer adverts from AI drafts
You learn to read a drafted advert for its requirements rather than its tone, and to remove wording that points to age, national origin, sex, disability, or caring responsibilities without a link to the job. Your organisation reaches a wider pool of candidates and reduces the risk of wording that may amount to discrimination.
- 02
Decisions a person actually made
The course sets out four features of meaningful review, so that a hiring manager reads the candidate's evidence against the criteria and records a reason. That means each shortlisting decision rests on a person's judgement that can be explained, not on a tool's score with a signature attached.
- 03
Records that explain every decision
You learn to write trail entries that link specific evidence to published criteria, written as if the candidate will read them through a subject access request. Your organisation can then explain how a decision was reached, and vendor questions about an AI feature are asked and answered before it is used.
- 04
Regulators are auditing AI hiring
The Information Commissioner's Office made almost 300 recommendations after auditing AI recruitment tool providers, covering fairness, data minimisation and transparency to candidates. Employers need recruiters and hiring managers who can show where a person decided and keep an audit trail that stands up to that level of scrutiny.
QUESTIONS
Questions about Hiring and Selection with AI
- What is Hiring and Selection with AI about?
- AI features now appear throughout recruitment, from drafting adverts and interview questions to ranking and scoring applications in the applicant tracking system. A recruitment decision changes someone's working life, and the Equality Act 2010 and UK data protection law apply at every stage, so an organisation needs to know which steps a model may draft and which a person must genuinely decide. This course teaches recruiters and hiring managers to tie every advert requirement to the job, to tell meaningful human review of a shortlist from a formality, to keep an audit trail against the criteria, and to question a vendor about an AI feature. You finish with a one-page selection standard for a real vacancy or role family that a new hiring manager could follow.
- Who is Hiring and Selection with AI for?
- Recruiters and talent acquisition partners whose applicant tracking system has added ranking, matching, or scoring features and who need a clear rule for using them. HR advisers who run recruitment and want to draft adverts, questions, and candidate emails with AI without introducing wording that excludes people unfairly. Hiring managers who shortlist and interview and want to be confident that their review of applications is a real decision and is recorded properly. HR professionals who have been asked to assess a vendor's AI recruitment feature and want to know which questions will produce useful answers. No specialist background is assumed, and every term is explained before it is used.
- What will I be able to do after Hiring and Selection with AI?
- You will be able to mark every step of a recruitment as one a model may draft or one where a person decides, and explain the difference to a hiring manager. You will be able to edit an AI-drafted advert so that every requirement is tied to a criterion in the person specification and wording unrelated to the job is removed. You will be able to tell meaningful review of a shortlist, where the reviewer reads the evidence against the criteria and records reasons, from a signature on a tool's ranking. You will be able to write audit trail notes that record decisions against the criteria and would make sense to the candidate if they asked to see them. You will leave with a signed selection standard naming what a model may draft, who decides each judgement, what the audit trail records, and what candidates are told.
- How long does the course take, and how is it taught?
- The course takes about 2.5 hours and is studied online at your own pace. It has 5 lessons, each with a worked example, a practice exercise, and a check on a new case, followed by a course assessment of 7 scenario questions in which you need 6 correct to pass. Your progress is saved to your account.
- Do I get a certificate?
- Yes. When you pass, you sign a record that names you, the course, and the selection standard. Anyone you share it with can verify it online and download it as a PDF. The record confirms what you completed and does not claim compliance with any regulation.
- How much does it cost, and when can I start?
- The course costs £129, paid once by card through Stripe. Access begins as soon as payment is confirmed, and you can save a sign-in to return to the course from any device.
- Can my organisation train a whole team?
- Yes. Individuals can buy any self-paced course online, and organisations can book trainer-led courses for teams, in person or online, through the Experrt Academy.
More hr transformation courses are listed on the self-paced ai courses for hr and people teams page.
THERE IS A NEXT CHAPTER.
Start today, and finish with
the selection standard your organisation can use.
Checkout takes an email address and a card, and access begins as soon as payment is confirmed. When you finish, you sign a record that names you and the selection standard, which anyone you choose can verify online. The record confirms what you completed and does not claim compliance with any regulation.