Keep applications moving.
Connect candidate communication, CV review, approvals, interviews and onboarding handoffs.
AI LEAP FORWARD ADVANCED / AI TRAINING FOR HR
Build your team’s
AI capability.
A hands-on AI course for HR professionals.
Learn through one example. Apply it across HR.
Use a recruitment case study to learn how to give AI context, analyse documents, connect applications and design approval-based workflows. Take the same skills into reporting, employee service, onboarding and your everyday HR work.
One day Hands-on workshop8–10 people Your HR core teamTransferable skills Across everyday HR work
LEARNING BY DOING
One practical example.
A method your team can reuse.
The recruitment example makes AI concepts tangible. Participants learn how context, structured outputs, shared records, triggers and human approvals work together—and how to adapt that approach to their own HR processes.
Explain plan versus actual.
Review hiring progress, attrition and compensation budgets through consistent reporting.
Follow through on requests.
Prepare policy-grounded answers, route approvals and track requests to resolution.
WHAT YOUR TEAM LEARNS
Understand AI.
Connect it to real work.
The case study is the learning vehicle. The lasting outcome is your team’s ability to recognise, design and test useful AI workflows.
Context and prompting
Turn role descriptions, policies and approved templates into reusable context. Ask AI for outputs that match a specific task.
Document analysis
Extract information, compare evidence against requirements and distinguish facts from missing information.
Structured data and memory
Make AI outputs usable in a worksheet. Understand how IDs, stages and records keep a process connected.
Triggers and application connections
Learn how an email, form submission or approval starts a step. Understand APIs and routing through practical examples.
Human review and reliability
Design approval points, examine AI errors and handle incomplete inputs or failed actions.
Transfer to your own work
Map a different HR task using the same pattern: input, context, AI task, review, action and recorded outcome.
CLASSROOM COMPONENT / SHARED WORKFLOW MEMORY
Google Sheets becomes
the workflow’s shared memory.
Create the master first. Update the candidate’s record at every step, with linked interview rounds and an activity log that retain the history.
| Candidate ID | Vacancy | Current stage | Decision owner | Next action |
|---|---|---|---|---|
| CAN-001 | Marketing Analyst | CV reviewed | HR | Review interview request |
Candidate master
Candidate and vacancy IDs, contact details, source, interest, CV link, extracted experience, current stage, owner and next action.
Interview round records
Round number, panel, offered and selected slots, time zone, event ID, attendance, transcript link and reviewed evaluation.
Activity and approval log
Messages, stage changes, reviewer decisions, reasons, timestamps and failed actions. Keep earlier rounds available for review.
Store documents in restricted folders and link them from the sheet. Use stable IDs and duplicate checks to match incoming replies and avoid repeated invitations.
THE RECRUITMENT CASE STUDY
Learn the AI skills.
Follow a candidate journey.
Explore the following components as a teaching example. An approved job description, evaluation rubric and sample candidates provide the context; each step illustrates a reusable AI or automation skill.
Create the candidate master
Set up Google Sheets as the shared recruitment record. Give every candidate and vacancy a stable ID, an owner and a current stage.
Google Sheets: Master created; vacancy, candidate ID and owner recorded.
Identify and invite candidates
Bring candidates from referrals, applications and approved recruiting sources. Prepare an introduction that explains the role, employee value proposition and how to apply.
Google Sheets: Source, outreach date, email thread and response status updated.
Capture interest and the CV
Read the candidate response, associate it with the right application and save the CV attachment in an access-controlled folder. Ask for missing information when needed.
Google Sheets: Interest, CV link, received date and application details updated.
Analyse against the job description
Extract experience and skills into a consistent structure. Compare evidence with essential and desirable requirements, flag gaps and prepare questions.
Google Sheets: CV summary, requirement evidence and report link updated.
Ask HR to approve a call
Send HR a concise candidate report with a request to approve an interview, seek clarification, hold or decline. Record the authenticated reviewer’s decision.
Google Sheets: HR decision, reviewer, timestamp and next action updated.
Offer interview time options
After approval, check the required calendars and send two or three available options with an explicit time zone. Read the selection and recheck availability.
Google Sheets: Proposed slots, selected slot and scheduling status updated.
Confirm the meeting
Create the calendar invitation and meeting link for the candidate and HR. Track acceptance, changes and cancellations; resolve conflicts before confirming.
Google Sheets: Calendar event ID, meeting link and participant responses updated.
Capture and summarise the interview
Where recording is enabled and participants have consented, retrieve the transcript after the interview. Summarise questions, answers, strengths and unanswered areas against the role rubric.
Google Sheets: Round record, transcript link and evaluation report updated.
Request the hiring manager’s decision
Share the report with HR and the group head. Ask whether to schedule the next round, request clarification, hold or decline.
Google Sheets: Manager decision, reason, owner and next-round participants updated.
Repeat rounds or progress to offer
For another round, repeat scheduling and evidence review with the selected interviewers. Consolidate rubric ratings for human review; record the final decision and begin approved offer and onboarding tasks.
Google Sheets: Round history, reviewed assessment, final decision and onboarding status updated.
The interview loop continues with a recorded decision.
HR review leads to a first interview. The group head can approve another round with HR, request a senior manager round, hold, decline or progress to an offer. Every branch updates the master and assigns the next task.
After a human decision, the workflow prepares the appropriate candidate communication and follows the organisation’s approval rules.
EXPLORE THE NEXT ACTION
One candidate.
Different paths through hiring.
Choose a reviewer decision to see how the communication, scheduling and candidate record change.
RECRUITMENT WORKFLOW EXAMPLEPrepared demonstration · no live integrations
What does the reviewer decide?
NEXT WORKFLOW ACTION
CANDIDATE MASTER UPDATE
CV AND INTERVIEW EVIDENCE
Consistent reports.
Traceable assessments.
Compare the application and interview answers against job-related requirements. Give reviewers evidence, gaps and focused follow-up questions.
AI prepares suggested rubric ratings and recommendations with explanations. HR and the hiring manager review the evidence and confirm the assessment.
The evaluation report
- Questions asked and candidate answers
- Evidence against each role requirement
- Strong answers with transcript references
- Partial answers and unanswered areas
- Suggested follow-up questions
- Rubric ratings, reasoning and missing evidence
- Reviewer decision and next-round recommendation
Not evidenced means not evidenced. It does not prove the candidate lacks a skill. Do not infer personality or suitability from appearance, voice or irrelevant personal attributes.
MEETINGS, RECORDINGS AND TRANSCRIPTS
Capture the discussion.
Keep the process reliable.
Check before confirming.
Offer available slots, record the candidate’s choice, recheck calendars and track participant responses. Reschedule when a slot conflicts or a participant declines.
Use permitted recording.
Recording and transcript retrieval depend on the selected platform, account features and administrator settings. Configure these before the session and obtain participant consent.
Handle missing evidence.
Check speaker labels and uncertain transcription. If a transcript is unavailable, route to interviewer notes or a manual review instead of inventing an evaluation.
WORKFORCE INTELLIGENCE
Connect hiring activity.
To workforce and budget reporting.
Extend the pipeline into recurring management reporting. Use formulas for calculations and AI to explain changes and prepare questions.
Recruitment plan versus actual
Approved positions, filled roles, open vacancies, joining dates and time spent at each hiring stage.
Salary and budget variance
Budgeted versus agreed compensation, actual spend and forecast spend. Separate salary-rate savings from underspend caused by vacancies.
Headcount and attrition
Reconcile opening headcount, joiners and exits to closing headcount. Apply a consistent period and denominator to attrition reporting.
Patterns can guide investigation. They do not establish why an employee left without supporting evidence.
EMPLOYEE SERVICE AUTOMATION
From an HR request.
To a clear resolution.
Apply the same architecture to policy questions, employment-letter requests, onboarding queries and training nominations.
Understand and prepare
Classify the request, retrieve the applicable approved policy and draft a response with its reference.
Route and follow through
Assign an owner, request approval where needed and track due dates, reminders and missing information.
Close and learn
Record the resolution and summarise recurring questions and delays. Route sensitive employee matters to authorised HR staff.
APPLY THE SAME METHOD ACROSS HR
The example changes.
The skills carry forward.
| Skill practised in recruitment | Another HR application |
|---|---|
| Compare CV evidence with a role requirement | Compare training needs with course prerequisites |
| Retrieve approved context for a candidate message | Draft a policy-grounded employee response |
| Route an interview request for approval | Route a letter request or training nomination |
| Record stages and next actions in a sheet | Track onboarding tasks and employee requests |
| Summarise an interview transcript | Prepare meeting notes and agreed action lists |
| Explain recruitment and budget variances | Prepare recurring workforce management reports |
Each application needs its own approved context, permissions and review rules. Participants learn to adapt the design rather than copy it unchanged.
YOUR ONE-DAY AI LEARNING EXPERIENCE
Practical AI skills.
Confidence to apply them.
A one-day hands-on training course for HR, talent acquisition and HR operations. Participants practise with sample data, discuss their own use cases and leave with a method they can apply at work.
Candidate master, CV analysis and HR approval
Create the Google Sheets structure. Connect sample CV intake, structured extraction, requirement comparison and an HR review queue.
Outreach, scheduling and interview-round routing
Use prepared test workflows to demonstrate candidate communication, slot selection, calendar invitations and repeat-round decisions.
Interview summaries, reports and HR requests
Use a sample transcript to prepare an evaluation. Explore workforce reporting and policy-grounded employee service.
The full recruitment journey is the demonstrated architecture. Building every production integration from scratch is outside a single day; rollout follows validation in your environment.
Prepare before the session
Bring an approved job description, requirements rubric, hiring stages, communication templates and sample or fictional CVs. Arrange the selected workflow platform, model API, test email and calendar access.
Your team takes away
- A candidate master structure
- A reusable Hiring Context Pack
- A CV-to-review prototype
- Outreach and scheduling templates
- An interview evaluation report structure
- A workforce reporting framework
- An implementation roadmap
CONNECTED SYSTEMS, CLEAR OWNERSHIP
AI prepares and coordinates.
People make hiring decisions.
Connect the steps.
Make, Zapier or n8n coordinates the process. Google Sheets maintains the record; a model API prepares structured analysis.
Use approved systems.
Gmail or Outlook handles approved messages. Restricted storage holds CVs and reports. Calendar and meeting integrations are selected during preparation.
Review consequential actions.
HR approves progression. Hiring managers review evaluations. Authorised owners confirm compensation, final selection and candidate-facing decisions.
Measure coordination time, review turnaround, scheduling delays, record completeness and failed actions. Keep candidate data access and retention aligned with your organisation’s policies.
Is this a training course or a recruitment software product?
This is an AI training course. Recruitment is the practical case study used to explain reusable AI and workflow skills. The classroom prototype supports learning; purchasing or deploying a recruitment system is not the course offering.
Will the demonstration send messages to real candidates?
No. Classroom exercises use fictional or approved sample data and test recipients. Your organisation validates the process before live recruitment.
Can AI provide an overall candidate score?
The workflow can consolidate proposed ratings against an approved job-related rubric, with evidence references and missing-data indicators. Reviewers confirm those ratings. A score does not automatically select or reject a candidate.
Can recording run automatically?
Where the chosen platform and account configuration support it, recording and transcript retrieval can be incorporated into the workflow with participant consent. A fallback path handles unavailable recordings or transcripts.
Can we use an ATS instead of Google Sheets?
Yes. The same stages can be implemented in a suitable applicant tracking system using its available integrations. Google Sheets provides an accessible classroom starting point.
AI LEAP FORWARD ADVANCED / HR
Bring practical AI skills
to your HR team.
Book a hands-on AI training workshop for your core HR team. Learn through the recruitment example, then identify where the same approach can help your everyday work.
Delivered by Axiom Analytics · One-day hands-on AI training course