Recruiting
Licensed Recruitment Interviewer
The most critical skill we can have in our arsenal as recruiters are the capability of interviewing and assessing candidates. In this Learning Path by John Vlastelica, you will learn the basic formula for interviewing, how to predict future performance, validate achievements, and a candidate's job fit.
Skills
Use Case
Presenters Presented By
Holly Fawcett
SocialTalent Expert
Holly’s extensive experience working with global TA leaders has shaped how the world’s leading enterprises achieve hiring maturity. Her experience in this space is unparalleled, making her one of the most sought-after advisors on talent maturity and transformation in the world.
John Vlastelica
SocialTalent Expert
John Vlastelica draws from over 20 years of recruiting experience, including almost 10 years as a corporate recruiting leader. He was the Head of Recruiting for Expedia, Head of Tech Recruiting for Amazon.com, and a hands-on recruiter and engineering recruiting leader for two start-up divisions of McCaw/AT&T Wireless. In 2005, he started Recruiting Toolbox to help other companies improve their in-house recruiting capabilities.
Learning Outcomes
![]()
By the end of the Learning Path you will be able to:
Understanding the principles and best practices of recruitment interviewing.
Mastering effective communication and active listening skills during recruitment interviews.
Familiarity with legal and ethical considerations in recruitment interviewing.
Gaining confidence and proficiency in assessing candidate suitability and making informed hiring decisions.
Missions in this Learning Path
The most critical soft skill we can have in our arsenal as recruiters is the capability of Interviewing and assessing candidates, getting evidence that they meet or don't meet our hiring criteria, so that we can empower our Hiring Managers in making the best hiring decision. Hiring Managers want speed and quality from us in Recruiting. This means we must effectively screen candidates, lead the interviewing strategy and process, add value as a capable interviewer, and lead during decision-time so that we're making evidence-based recruiting decisions. In tandem with our Talent Advisor program with John Vlastelica, John will bring you through the Basic Formula for interviewing, how to get evidence of past and present behaviour to predict future performance, validate achievements and a candidate's job fit.
Are you preparing correctly for your interviews? Do you know how to best close an interview? Join Holly Fawcett and learn the best practices for before, and after, the interview
Reasonable accommodations are ways in which we can adjust our hiring process and employment policies to enable everyone to do their best work. This includes specific adjustments for disabled people, but not everyone has a label or a diagnosis, who could benefit from accommodations. You'll hear from the experts on how to make small adjustments to work practices and hiring processes that are a huge deal to those who need them, from a range of perspectives - physical disability, neurodivergence, gender non-conforming, and low socio-economic backgrounds.
If you are a recruiter, one of the things you have to get good at, is declining candidates post-interview. It's not always fun, but when done right, it can actually improve candidate experience ratings and lead to long term referral networks. In this mission, John Vlastelica, founder of Recruiting Toolbox, will talk through best practices for delivering post-interview feedback to candidates who were not selected.
Internal candidates deserve more feedback post-interview, especially if they didn't get the job. How do you as a recruiter or hiring manager, ensure internals get the feedback they need to further develop, while also feeling good about the whole experience even if they didn't get the job? There are big risks to treating your company's employees poorly post-interview, so in this mission, John Vlastelica, founder of Recruiting Toolbox, will share best practices for delivering post-interview feedback that helps the candidate develop and also helps you and your company retain strong internal talent that's seeking a new role.
![]()
Ready to Start?
![]()
I want this Learning Path for my team
Tell us what you want to achieve with SocialTalent and we’ll show how our world-class learning platform can help your enterprise.
Related Learning Paths
Planning and Preparation for a Negotiation
Talent Advisory
How to Create Truly Engaging Recruiter Content
Talent Advisory