Corporate HR Certification

Attract and Hire Your Best Team with Confidence

Complete this certification course to make the most of the Hireology platform, save time and money, and staff up with quality employees who will drive profitability for your business.


x Lessons

x Videos

x Minutes, x Seconds

  Course Completion Time


Section One: State of the Market

The historically-low unemployment rate has created an applicant-driven economy, meaning job seekers can be more selective when searching for new opportunities. Learn how your team can stand out from the competition and attract top talent.


Today’s top job seekers are looking for more than an exchange of time for money. They expect defined career paths and learning opportunities when considering open roles, and an engaging candidate experience once they’ve applied. Here’s how your team can meet the needs of top talent.


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Section Two: Opening a Job

Most job seekers begin looking for new job opportunities on a search engine such as Google. Learn how your team can put a strategy in place to ensure your job descriptions reach top talent where they’re searching for open roles.


Once you write a strong job description, the next step is to open your job. This lesson will teach you how to open jobs, reviewing options to either use an existing job for a role you’ve filled previously, or create a new job. 


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After you’ve officially opened a job, you’ll want to distribute the job to recruitment channels where applicants will find it. This lesson will provide an overview of the different options you have when posting through Hireology, including organic and sponsored job boards. 


After you open a job, you’ll want to share it on social media and directly with prospective applicants. In this lesson, you’ll learn best practices for sharing jobs and driving top talent to your open roles.


As time passes, your job postings naturally fall in page rank on organic feeds, often causing a decrease in applicant flow. To keep your roles visible, it’s important to refresh every 30 days. This lesson will walk through how to refresh jobs in Hireology.


Section Three: Hiring Steps

You’ll likely want to tweak your job applications depending on the different requirements of your open roles. Learn how to customize applications, including adding and removing questions and required fields.


To help prioritize applicants, prescreen surveys are automatically sent to applicants after applying. In this lesson, you’ll learn how to edit and customize prescreen surveys to align with the requirements of your open roles.


During the interview stage of the hiring process, you can get a better feel of each candidate’s fit for your team. In this lesson, you’ll learn how to edit interview guides to meet the needs of individual roles.


A common way to communicate with candidates throughout the hiring process is via email. In this lesson, learn how to streamline candidate communication by creating and editing email templates.


In addition to email, another option for candidate communication is text messaging (SMS). Save time and boost candidate engagement by learning to create and edit SMS templates.


Section Four: Reviewing Applicants

Employers wait an average of ten days to review and respond to job applicants. But during this time, top applicants are likely to lose interest and consider other opportunities. Learn several best practices to speed up your applicant review process and keep candidates engaged.


A given candidate might be a better fit for an open role other than the one he or she applied for. Learn how to make the most of applicant transfer, which enables you to seamlessly send candidate data from one job to another within your Hireology account.


Your team likely stays in close communication with applicants who are moving forward in the hiring process, but it’s also important to close the loop with those who aren’t a fit. Learn how to send applicant rejection emails through Hireology. 


When you reject a candidate, you can keep your team organized by selecting a reason why you’re not moving forward. In this lesson, learn how your team can use disposition codes to select reasons for rejecting candidates.


When you reject a candidate, you have the option to access and edit disposition codes in your Hireology account. Learn key tips for editing and making the most of disposition codes in this lesson.


Section Five: Interview Best Practices

The interview stage of the hiring process is key to gauging a candidate’s fit for your team. Learn how to run objective, compliant interviews – from the phone screen through the final interview – and effectively score interviews.


Depending on your team’s schedule and your candidate’s availability, scheduling interviews can lead to a lot of back and forth. This lesson will show you how to make the interview scheduling process easier using Hireology.


Having a process in place to ask each candidate the same interview questions helps ensure interviews are compliant and objective. The first step in the interview process is the Impressions, or phone interview. See how to effectively run a phone interview in Hireology. 


After the Impressions/phone interview, is the Elements/in person interview. This behavioral based interview will help you assess how the candidate will react in specific situations. Watch this video to learn how to run an Elements interview in Hireology. 


Centralizing feedback from all team members involved in the hiring process makes it easier for your team to determine which candidates are the best fit for your open roles. Learn how to score interviews in Hireology. 


Section Six: Communication Tools & Best Practices

As the hiring manager, you must keep candidates engaged throughout the hiring process – or risk losing top talent to other employers. Learn more about candidate communication best practices, including benefits that result when you use SMS or candidate text messaging.


While many candidates stay engaged through text messaging, it’s important to reach out to candidates via multiple channels. Otherwise, they might overlook important communication. Learn how to effectively call candidates, write emails and use text messaging in Hireology.


You likely have several team members involved in the hiring process, so it’s critical to make internal communications as efficient as possible. Learn about several tools that can help you improve internal communications and, as a result, reduce time to hire. 


Section Seven: Candidate Verification

A candidate might look like a great on paper and ace your interview process, but it’s still important to verify their background and experience. See how candidate verification tools can help you have confidence in potential hires before extending an offer.


A candidate can include certain experience on their resume or mention it during the interview process, but the best way to verify this experience is through references from previous roles. Learn how to run automated reference checks in Hireology.


Beyond receiving feedback from references, skills tests help you measure whether or not a candidate meets the requirements of your role. Learn how to select and distribute soft skill or pre-employment personality tests.


In addition to soft skills testing, learn how to select and distribute hard skills tests, meaning the technical skills a candidate needs to succeed in your open role.


Before extending a final offer, your team should avoid risk and litigation by running a background check. Using Hireology, you can automatically select required background checks, obtain candidate authorization and verify results.


One of our background check options is a motor vehicle report, which shows the three- to five-year driving history for each candidate. This lesson shows you how to order a motor vehicle report.


Another background check option available through Hireology is the five panel drug screen. In this lesson, learn the steps you need to take to complete the drug screen process.


Section Eight: Making the Hire

After a candidate passes your verification steps, you’ll be ready to extend an offer. Learn why it’s important to complete the hiring process in this overview.


Your hiring process isn’t officially complete until you note the hire in Hireology. Learn how to do so and the key benefits of finalizing the hiring process.


Section Nine: Onboarding

Once a new employee signs their offer letter, the next step is to kick off onboarding. This lesson will show you how to start the onboarding process. 


Ensure onboarding process steps are complete, on schedule. Learn how to track the completion of key process steps and streamline onboarding with digital paperwork.


Section Ten: Insights



Hireology’s actionable analytics platform, Insights, leverages your hiring data to further improve your hiring process and drive greater ROI. In this series of lessons, you’ll learn how to measure the success of your hiring efforts and hold your team accountable to improving.


The longer a position goes unfilled, the more productivity is disrupted. With Hireology’s Hiring Velocity Insight, learn how to measure and improve your time-to-hire with a clear understanding of applicants reviewed, time-to-review and average time spent in each hiring step.


Section Eleven: Adjusting In App Account Settings

Setting the right time zone in your Hireology account is important, especially when it comes to scheduling interviews and sending email confirmations. Learn how to set your time zone in this lesson.


As a Hireology user, you will receive a wide variety of email notifications and you have the option to change which emails you receive. Learn how update your preferences in this lesson. 



Whether you hire a new team member who will be involved with hiring or want to add a current employee to the hiring process, this lesson will outline how to seamlessly add new users to your Hireology account.


Depending on the different roles at your organization, you’ll need to customize user permissions. Watch this lesson to learn how to easily update permissions.


The team member who orders a background check or assessment typically receives the results. In this lesson, you’ll learn how to update notification options, enabling other team members to receive background check and assessment results.


The Hireology Employment Brand Playbook

Excite top talent about your open roles with a compelling employment brand.

The Hireology Candidate Engagement Playbook

Learn best practices to keep candidates engaged during each step of the hiring process.

The Hireology Onboarding

Engage new hires and boost productivity with an automated onboarding process.

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