Source, Screen and Hire Smarter with AI
In-house recruiters, talent acquisition specialists, and agency recruiters at every seniority level and across every sector. You already handle the core disciplines of hiring — writing job content, sourcing passive candidates, evaluating applications fairly at speed, coordinating assessments, managing the candidate experience, and reporting on the pipeline — and may have experimented with AI, but have not yet built it into a systematic workflow across the full hiring lifecycle. No technical background is required.
Apply AI across every stage of the recruitment lifecycle — from employer branding and sourcing through screening, assessment, and offer — so you can handle more requisitions without sacrificing quality.
Write copy-ready prompts with the PRISM Prompting Framework for the eight core recruitment tasks: job descriptions, sourcing outreach, screening criteria, interview questions, assessment rubrics, candidate summaries, offer communications, and rejection responses.
Detect and mitigate bias in AI-assisted sourcing, screening, and assessment using structured fairness checks, so your hiring stays fair at volume.
Evaluate AI-generated recruitment content for accuracy, inclusivity, and legal compliance with the TRUST Framework before it reaches candidates or hiring managers.
Design AI-assisted recruitment workflows that reduce time-to-hire while improving quality-of-hire and candidate-experience metrics.
Build a defensible AI recruitment practice — governed by the HR AI Safety Protocol — that you can explain transparently to candidates, regulators, and leadership.
Leave with a personalised 30-day adoption plan: three quick wins and measurable milestones tailored to your recruitment role and current hiring priorities.
Module by module, in the order they are assigned.
AI now touches every stage of hiring, so recruiters need a clear map of where it helps, where it needs review, and where it must never decide. You classify tasks, recognise failure modes, reclaim time, and protect the human judgement that determines hiring quality.
Prompting AI for recruitment turns vague requests into recruitment-grade drafts across the hiring lifecycle, while keeping candidate-facing and manager-facing work safe to use. You brief with PRISM, refine like a thought partner, and evaluate outputs with TRUST before sharing or deciding.
AI-assisted sourcing and screening are top-of-funnel pressure points where volume, candidate trust, and fairness collide for recruiters. By the end, learners can use AI for research-led outreach, employer branding, structured screening, summary verification, and bias-audited shortlists without handing over decisions.
AI-assisted interviews and candidate communication help recruiters create fair evidence, consistent panels, and warmer experiences even across high-volume pipelines. By the end, you can build structured interview kits, govern assessment tools, and send timely candidate messages that protect the employer brand.
Recruitment analytics turns hiring data into decisions while responsible AI makes those decisions fair, legal, and defensible for recruiters handling high-stakes candidate outcomes. You connect metrics to business outcomes, verify AI analytics with TRUST, and run the HR AI Safety Protocol on candidate-facing work.
This module turns recruitment AI skills into a personalised 30-day routine, because busy recruiters need small, safe habits that survive real caseloads. By the end, you can choose quick wins, map Write, Screen, Analyse, Reflect weeks, set milestones, and carry accountable AI practice forward.
The course closes with a timed final exam with a pass mark and a limited number of attempts. A pass issues a PDF certificate with its own serial, in the name of the Straits Institute for Applied AI. Cohort progress, at-risk learners and a CSV export are in the admin console throughout.
No. The course assumes no technical background and no prior structured prompting skill — only comfort with an ATS, LinkedIn, and everyday productivity tools. You start from having perhaps drafted a job description or sourcing message with AI, and build a systematic workflow across the full hiring lifecycle from there.
Fairness is treated as a core recruitment skill, not an afterthought. You learn structured fairness checks to audit screening criteria for proxy discrimination at every stage, and you apply the HR AI Safety Protocol so your AI-assisted decisions stay fair, compliant, and defensible against regulations such as the EU AI Act, GDPR, NYC Local Law 144, and Title VII.
The course is explicit about candidate-data safety, which is the first check of the HR AI Safety Protocol you apply throughout: never paste identifiable candidate data into consumer AI tools, anonymise where possible, limit data to what is needed, and know where it goes.
No. AI is framed as a recruitment amplifier — it handles the volume of drafting, summarising, and pattern-finding so you can invest time in the human judgement that determines hiring quality. AI screens for the criteria you define; you decide who makes the shortlist and who gets hired.
Six 60-minute modules take you across the full hiring lifecycle, and the final module builds a personalised 30-day adoption plan with three quick wins and measurable milestones — so you can start applying AI to real requisitions straight away.
No specialist software is required beyond the everyday AI assistants and the ATS you already work with. The prompts and workflows are copy-ready and tool-agnostic, so you can apply them in whatever environment your organisation uses.
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Course libraries are assigned per user, team or department, and the reporting comes back to whoever has to answer for the programme. Tell us who needs it and we will show you the console.
