Candidate Assessment: CV or Resume, Interview, Test [EN]

This course includes the use of artificial intelligence. Have you ever hired a strong candidate who aced every interview—only to fail within three months? Or rejected someone who later outperformed everyone at your competitor?

Sound familiar? The problem isn’t people. The problem is evaluation.

Intuitive interviews, subjective questions, and belief in a polished resume create the illusion of a good decision. Each hiring mistake costs a company 50–200% of an employee’s annual salary—not counting lost opportunities, team demotivation, and wasted time of HR and managers. The worst part?

Most of these mistakes are preventable—if you have a system. This course is about stopping the guesswork and hiring systematically. No “gut feeling,” no vague impressions, no reliance on first impressions.

Instead: clear criteria, structured interviews, scorecards, and competency frameworks. This is how companies hire when quality is measured in data, not эмоциях. Across 6 practical sessions, you will build a complete candidate evaluation system—from resume screening to final decision:Session 1.

Evaluation system — turning job requirements into measurable criteria, distinguishing hard skills, soft skills, and potential, avoiding common HR and hiring manager mistakes. Session 2. Resume analysis — how to quickly scan CVs, identify real red flags (not myths), read LinkedIn profiles, and avoid projecting your own assumptions onto candidate experience.

Session 3. Interviewing — structured vs unstructured interviews, behavioral questions using STAR methodology, situational cases, how to distinguish real experience from rehearsed answers, and manage cognitive biases. Session 4.

Competencies & soft skills — how to assess leadership, learning agility, adaptability, and thinking without fluff, using a practical competency matrix. Session 5. Testing & assessment — when psychometric tests are needed, how to use case tasks, mini-assessments during interviews, and how not to lose strong candidates due to overcomplicated evaluation.

Session 6. Final decision — using scorecards, objective comparison of candidates, clear roles of HR and hiring managers, post-hire analysis, and continuous system improvement. The course author is Mike Pritula, creator of Preply’s HR system on its way to a $1.

2B valuation, with 20+ years of experience at Wargaming, iDeals, and Starlightmedia. Over 150,000 students from 185 countries. Mike has conducted thousands of interviews and built hiring systems across four HR teams—from startups to global corporations.

While you continue hiring “by intuition,” your competitors are already reducing mis-hire rates and saving tens of thousands of dollars. Don’t waste time—click “Enroll” and start evaluating candidates systematically this week.