RACR® - Recruitment Academy Certified Recruiter

Digital recruitment techniques in the 21st century

Recruitment Academy Certified Recruiter [RACR®] is four day certification course which introduces the latest recruitment and talent sourcing trends including softskills such as psychodiagnostics in HR and effective interviewing techniques. On the top of that the course covers labor market trends and developments, candidate lifecycle and employer brand, detailed talent sourcing techniques on various online platforms, recruitment metrics and tips for personal development of recruiters.

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What you learn in the course

Module 1 (half day) - Labor market trends and developments

  • Main data concerning the Czech labor market
  • Most important metrics for people's satisfaction and motivation at work
  • Fluctuation and its main causes & people's attitudes towards further job changes
  • Wage development & use and popularity of work benefits
  • Flexibility, autonomy and opportunities for career development from the employees’ perspective

Module 2 (half day) - Candidate life cycle and employer brand

  • Setting up the recruitment process and its parts
  • Active and passive candidate vs. Inbound and Outbound strategies
  • Working with the candidate during the recruitment process
  • Employer brand and definition of EVP
  • Development of recruitment in time. Major milestones that shaped today's recruitment

Module 3 (one day) - Talent sourcing

  • Labor markets - data and situational analysis
  • Both current and future trends in online recruitment
  • The most recent innovations in talent sourcing
  • Defining outbound recruitment strategies
  • Significance of social media in modern day recruitment
  • Where to search for candidates online
  • Maximizing the use of LinkedIn People Search
  • How to uncover hidden resources containing relevant candidates (ie. hidden talent pools)
  • When is upgrading to a paid LinkedIn account worthwhile?
  • How to work around or replace most LinkedIn paid services at no cost
  • What is a Boolean search and why is it a part of successful recruiters’ daily routine?
  • Defining boolean operators, modifiers and search commands
  • X-Ray search and how to target and filter LinkedIn users through internet search-engines
  • Searching across various platforms, including LinkedIn, Facebook, Twitter, Instagram, Vbkontakte and more
  • Searching on specialized platforms, like Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me etc.
  • Legally evading limitations, for example, LinkedIn Commercial Use Limit, limit for the number of candidates shown in results, displaying candidates outside of your network. etc.
  • Using external tools for the daily needs of both recruiters and talent sourcers
  • Automating the candidate search process
  • Finding the contact information of any user under any circumstances
  • Determining the email address of almost any user around the world
  • Determining which forms of contacting candidates are the most effective
  • Measuring the effectivity of contacting candidates and improving the success rate
  • Creating messages that candidates won’t ignore
  • Facilitating recruiters’ and talent sourcers’ daily routines using a set of specific sourcing plugins
  • Approaching automation - how to send robotic customized LinkedIn invitations on autopilot and other forms of automation
  • Analyzing the most important factors of LinkedIn and Facebook profiles when used for recruitment
  • Customizing your Facebook profile, so work doesn’t interfere with your private profile
  • Defining a recruiter’s main networking objectives
  • Effectively increasing the number of social media contacts (LinkedIn, Facebook ect.) without getting blocked

Module 4 (one day) - Effective interviewing techniques

  • How to organize a successful selection interview
  • Nonverbal and verbal communication (what to say and not to say, what to do and not to do)
  • Traditional selection interview.
  • Behavioral selection interview
  • Multimodal interview
  • Interview by competence
  • Power hiring
  • Stress selection interview
  • Communication and offer negotiation
  • Problematic types
  • Relationship with hiring managers

Module 5 (half day) - Psychodiagnostics in HR

  • You will learn how to distinguish a quality psychodiagnostic tool from poor quality
  • You will find out what aspects to consider in order to be able to properly assess situations where it makes sense to invest in psychodiagnostics and when not
  • You will get an overview of the methods available on the Czech market, their advantages and disadvantages and price relations
  • You will learn about key terms used in this field, such as adaptivity, validity, reliability, scores, comparison group, interpretation, cut off, impression management, etc.
  • You will clarify the arguments that you can use if you want to enforce psychodiagnostics in HR processes in your organization
  • You will be able to go through high-quality performance and personality psychodiagnostics and get feedback on it - and experience for yourself what it is to be in the position of a tested person, but also reflect the role of the submitter, evaluator and interpreter of psychodiagnostic test results
  • You will learn how to ensure ethics and professional use of psychodiagnostic methods
  • You will find out how to identify the appropriate psychodiagnostic tool for your specific needs
  • You will get tips on relevant deepening literature in your area of ​​interest

Module 6 (half day) - Recruitment metrics and personal development of recruiters

  • Use of data in HR
  • Overview of key success indicators in recruitment
  • Benchmarking of global and local recruitment statistics
  • Performance and quality metrics in recruitment
  • Setting individual and team goals

The course is recommended for

  • HR employees, recruiters, headhunters, HR specialists and HR generalists
  • Recruitment agencies, executive search companies and external HR employees
  • Hiring managers and other managers involved in hiring process
  • Directors, board members and owners of companies

On top of skills you gain

  • You will get an overview of the available HR data and know-how to trace and work with them

  • Use the most important metrics to optimize your work

  • Identify the strengths and weaknesses of a company compared to the competition

  • Set up conditions and recruitment communication in relation to the current strongest needs of selected target groups
  • In addition to the recruitment data, you will get arguments for better, well-targeted care for existing company employees (i.e. reduce turnover)
  • Set up an optimal recruitment process

  • Apply new techniques and tools when working with candidates

  • Define employer brand
  • Convert passive candidates into active candidates
  • Utilizing the benefits of LinkedIn, Facebook, Twitter, Instagram and other social media platforms for recruitment demands and boosting business performance
  • Reducing recruitment costs using social media
  • Gaining a competitive advantage by improving search techniques and discovering previously hidden resources containing potential candidates
  • Enhancing the effectiveness and success rate of recruiting for hard-to-fill positions
  • Expanding the number of relevant candidates
  • Implementing changes for more progressive social media use
  • Automate parts of the recruitment process and improve team performance
  • You will improve your interviewing skills and different approaches to interviewing

  • How many and what questions to ask the candidate to ensure true answers that will ensure the selection of the best candidate for the position, team, company
  • How to make non-refusing offers and how to negotiate and achieve 100 % success rate in offer acceptance by candidates
  • How to positively influence the relationship with hiring managers in order to achieve successful cooperation with mutual trust
  • Recognize quality psychodiagnostic methods and understand the tools available on the market
  • Adequately evaluate situations where it makes sense to invest in psychodiagnostics and when not
  • Evaluate when it is appropriate to use a performance and when a personality test
  • Maximize your knowledge of the job applicant's personality, skills, motives and potential

  • Improve recruitment efficiency and success and positively influence ROI

  • Work with psychodiagnostics across personnel activities in the organization complexly
  • Make the selection phase of the most suitable candidate more effective
  • Manage the performance of individuals and teams

  • Set goals for yourself and the team

  • Get an overview of data in HR
  • Start to base your decisions more on data (data-driven)


Each attendee will get:


  • 4 days of an intense training divided into 6 modules which can be completed separately in any order
  • current training materials as this area evolves rapidly every month
  • a certification RACR®
  • an unlimited email support for solving an individual issues
  • an access to a group with an exclusive content and actualizations only for a certified people
  • free or advantaged accesses to events and webinars of Recruitment Academy

Lecturers

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References of attendees

"At the Recruitment Academy courses, I appreciate the time for practising the acquired knowledge, the possibility of free discussion, sharing experiences, inspiration and motivation that drives people to improve their recruitment efficiency. I like that the portfolio includes courses for beginners and more experienced colleagues in the field. "


Jiří Hůlek, Executive Search Consultant | Recruiter | Sourcer

FAQs

  • How can I use your certified program in my professional life?

    The graduate of the certification program will get familiar with complex recruitment strategies and gain credibility of his knowledge and experiences in HR and recruitment environment.
  • Is it necessary to complete one certification course after another?

    It is not required to complete certifications RACS and RACR one after the other. It depends on your current work experience which has to be at a sufficient level to pass the final certification exam. Nevertheless we recommend to complete certifications gradually due to the course content.
  • Is it necessary to complete one module of certification course after another or on the same day?

    It is not required to complete half or one day modules in the listed order. You can complete any of the modules anytime and gradually get RACS or RACR certification.
  • If I attended your RACS certification and I am interested in the follow-up RACR, is it enough for me to complete 3rd and 4th day of the certification?

    Yes, you can follow up on RACS by completing 3rd and 4th day only and recieve the RACR certification.

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Do you have any questions?

You can call us at +420 773 251 186 

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Milan Novák

Milan Novák

Milan is CEO and founder of recruitment agency Goodcall and training institution Recruitment Academy. He has implemented recruitment and talent strategies since 2000. Before starting his own business, Milan served as Branch Manager, Country Manager and Regional Managing Director CEE for Grafton Recruitment and was a member of the board of Grafton Europe. He led an agency with more than 350 employees. Milan is a member of the APPS (Association of Personnel Services Providers).
José Kadlec

José Kadlec

José is the founder of GoodCall and Recruitment Academy. He started with the background of software engineer as an unconventional headhunter and talent sourcing architect. He is the author of People as Merchandise: Crack the Code to LinkedIn Recruitment. He is a lector of the Recruitment Engineering video course and the author of professional articles and moderator of podcast Inhuman resources. José is also the first officially certified LinkedIn recruiter in Central and Eastern Europe.
Romana Martincová

Romana Martincová

Romana is the Head of HR at Red Bull for Czech and Slovak Republic. Formerly she worked as HR and Employer Brand Manager for L’Oréal. In GoodCall and Reed Specialist Recruitment she managed recruitment teams specializing in headhunting and direct recruitment. 
Eliška Šonská Steklíková

Eliška Šonská Steklíková

Chief People Care Officer at GoodCall

Eliška is a Chief People Care Officer at GoodCall where she has been working since company´s foundation. She is a graduate of Psychology and Andragogy at the Faculty of Philosophy at Charles University, where she still teaches two subjects - Psychology in personal management and Adaptability of people to changes in working conditions. For more than 10 years she has been working in the field of psychodiagnostics in recruitment and personal development in internal HR but also as an external consultant.