- Duration
- 20 working days, 4 hours each day
- Case studies
- One on every alternate day
- Certification
- Certificate from Mahavir Singh & Associates
- Led by
- Mahavir Singh, 30,000+ interviews conducted
Who it is for
- New recruiters and HR executives who were handed a hiring target and left to work it out.
- In-house talent acquisition teams that can source but lose candidates between shortlist and joining.
- Freshers and career changers aiming at recruitment as a career rather than a stopgap.
- Founders and managers who do their own hiring and would rather do it well.
What it covers
The spine of the programme is one hiring cycle, followed all the way through, with the theory attached at the point where you would actually need it:
- Understanding a role properly — writing a job description against deliverables instead of copying one
- Workforce planning, headcount approval and where a mandate really comes from
- Sourcing — job boards, referrals, social platforms, databases, and campus
- Screening and shortlisting without wasting the hiring manager’s time
- Structured interviewing, competency questions and honest rating scales
- Assessment, reference and background checks
- Offer management, negotiation and surviving the notice period
- Onboarding, joining documentation and statutory basics
- Recruitment metrics — cost per hire, time to hire, offer-drop and early attrition
- Recruitment technology, and what an applicant tracking system does and does not solve
Why the case studies are half the programme
A case study every alternate day is the part people remember. Recruitment theory is easy to nod along to and hard to apply under a deadline with a hiring manager who has changed their mind twice. Working real situations — the counter-offer, the candidate who goes quiet, the brief that keeps moving — is what makes the rest stick.
What you leave with
- A certificate from Mahavir Singh & Associates.
- A working set of templates: job description, screening notes, interview guide, offer and joining checklists.
- The recruitment metrics that matter, and how to produce them from whatever system you have.
- Honest feedback on your own hiring, from someone who has run 30,000+ interviews.
Dates, batches and fees
RecruitXcel runs as a scheduled batch and as a private in-house cohort for a single employer. Because the dates and the fee depend on the batch and whether it is in-house, we quote on enquiry rather than publish a price that goes stale. Message us for the next start date.