A self-paced recruitment and onboarding course for recruiters, talent acquisition specialists, HR generalists and HR business partners. You build a hiring plan, a structured selection kit, a fair decision record and a 30-60-90 onboarding programme in four complimentary Pro Kits, they are graded against a rubric, and you sit a proctored exam. About 18 hours over 5 weeks.
Talent Acquisition is a self-paced online certification from Bodhih Training Solutions, formally titled Bodhih People Management: Talent Acquisition and Onboarding, Practitioner. It teaches HR and recruitment professionals to turn a business plan into a hiring plan, design roles and inclusive adverts, build pipelines, run structured selection, make fair decisions, close offers and onboard people through their first 90 days. It takes about 18 hours over 35 days and is assessed by a graded eight-asset portfolio and a proctored exam. It costs $79.99.
Two candidates for the same role meet different panels, are asked different things and are compared from memory in a rushed debrief. Without anchored scorecards and structured questions, the loudest opinion wins and nobody can explain the decision afterwards.
Roles open without a plan, adverts are copied from the last one, and nobody has agreed service levels. Talent acquisition ends up as an order desk instead of a partner with a plan, a pipeline and a shared scorecard.
The offer is accepted, the laptop is late, the manager is busy and the new hire leaves before they are productive. Onboarding treated as an HR form, not as part of hiring, wastes the whole effort that came before it.
For people who run hiring every day and want method behind it: pipeline maths, structured selection, anchored scorecards, adverse-impact checks and offers built from the pay range.
For people who own hiring alongside everything else. You leave with a hiring plan, a selection kit and an onboarding programme your managers can follow.
For teams hiring fast with little process. You build the plan, the role designs and the onboarding system that stop each hire being reinvented.
A lead strand runs inside the same course: running agencies and sourcing partners, training and calibrating interviewers, managers owning onboarding, and the hiring-manager partnership.
This course is not for you if you want a quick list of interview questions, or if you are not prepared to build and submit eight pieces of hiring work for grading.
Each module ends in a portfolio asset built in your complimentary Pro Kits, on your own organisation or a realistic composite, with anonymised data only. The portfolio is graded on five criteria, and the credential is issued only when both the portfolio and the proctored exam pass.
Growth and backfill demand, TA capacity and the gap, costed build, buy, borrow or redesign options, and hiring requests tested before any advert goes out.
An intake meeting turned into a success profile, skills-based requirements you can defend, and an inclusive six-block advert.
Pipeline maths for the role, the channels that fit it, an honest employee value proposition and, for volume roles, a high-volume pipeline.
Anchored scorecards, structured interview questions and a work sample for one role, with a plan to train and calibrate interviewers.
A debrief that resists groupthink, adverse-impact checks on each stage, and references and background checks that are lawful and proportionate.
Offers from the pay range with internal equity and approvals, negotiation and counter-offer handling, offer letters, and candidate experience end to end.
Pre-boarding, week one, a 30-60-90 plan with check-ins, the manager’s part in it, and how it works for remote and frontline hires.
The metrics that matter, an early-retention analysis, a view on quality of hire, and service levels agreed with hiring managers.
The path runs in order: a diagnostic, four modules on planning, role design, sourcing and structured selection, a portfolio checkpoint, four modules on decisions, offers, onboarding and early retention, then the portfolio, a 12-month roadmap, a mock and the certification exam.
Measured before you start and again on the same instrument at the end, so the change is recorded rather than claimed.
A 50-minute diagnostic: 48 workplace exercises, six in each of the eight domains. Not scored for the credential: it shows where you start in each domain and is re-run at 90 days to show what changed.
Demand, supply and the gap; build, buy, borrow or redesign; growth plus backfill, TA capacity, open dates and phasing; testing a hiring request. Portfolio asset A1: workforce and hiring plan (Recruitment End-to-End Kit).
The intake meeting and success profile, skills-based requirements, the job description and six-block advert, inclusive language and requirements you can defend. Asset A2: success profile, job description and advert.
Pipeline maths, choosing channels, an honest EVP, high-volume pipelines, and running agencies and sourcing partners (lead strand). Asset A3: sourcing and employer brand plan.
What predicts performance, anchored scorecards, structured interview questions, work samples, and training and calibrating interviewers (lead strand). Asset A4: structured selection kit for one role.
Submit drafts of A1-A4 for feedback before you start hiring decisions. A reviewer checks your hiring plan, success profile, pipeline maths and selection kit. Not graded for the credential.
Debriefs that resist groupthink, bias traps, adverse-impact checks on each stage, references and lawful, proportionate background checks. Asset A5: hiring decision record and checks matrix.
Offers from the pay range with internal equity and approvals, negotiation and counter-offers, offer letters and conditions, and candidate experience end to end. Asset A6: offer and candidate experience pack.
Onboarding as one process, pre-boarding and week one, the 30-60-90 plan and check-ins, managers owning onboarding (lead strand), remote and frontline onboarding. Asset A7: onboarding 30-60-90 programme (Employee Onboarding 30-60-90 System).
The metrics that matter, early-retention analysis, quality of hire, and the hiring-manager partnership with service levels and a shared scorecard (lead strand). Asset A8: TA scorecard and partnership plan.
Eight work products built in your four complimentary Pro Kits, on your own organisation or a realistic composite, each with its evidence. Graded on five criteria (0-4): method and technical accuracy, evidence and data quality, fairness, privacy and compliance judgement, business fit and feasibility, communication and usability. Each asset at least 12/20 with no criterion at 0; weighted portfolio at least 70%. One resubmission per asset. Anonymised data only.
The changes you will make to planning, roles, sourcing, selection, decisions, offers and onboarding over the next 12 months, in order, with owners, cost, the risk and its control, how hiring managers will be brought along and how you will measure early retention. Handed in on this stage and reviewed with the portfolio.
48 exercises, sixty minutes, exam conditions. It ends with the lessons to revisit and can be retaken. Nothing here appears in the final.
48 exercises, sixty minutes, proctored. Pass: 70% overall and at least 60% in every domain. One free retake after seven days. The credential is issued when both the exam and the portfolio pass.
Finishing this pathway issues a credential backed by the evidence you produced along the way. It is verifiable by link and is also issued as an Open Badge 2.0, so an employer can check it without taking your word for it.
Turn a business plan into a phased, costed hiring plan your team can deliver, and test each request before an advert is written.
Run the intake meeting, write skills-based requirements, and check the wording so the advert attracts the people the role needs.
Use what predicts performance: anchored scorecards, structured questions and work samples, applied the same way to every candidate.
Run debriefs that weigh evidence, check each stage for adverse impact, and keep references and background checks proportionate.
Build offers from the range with internal equity in mind, handle negotiation and counter-offers, and treat every candidate well, hired or not.
Run onboarding as one process through day 90, give managers their part, and track early retention as a TA measure.
Want the detail before you decide? Read the guide: Structured hiring and onboarding: from the hiring plan to day 90.
| What is compared | A typical HR certificate course | Talent Acquisition at Bodhih |
|---|---|---|
| Proof of skill | A knowledge assessment, a quiz or written assignments. | Eight graded work products plus a proctored scenario exam of 48 exercises. Both must pass before the credential is issued. |
| Scope | Recruitment, with onboarding as one lesson if it appears at all. | Workforce plan to day 90: hiring and onboarding as one process, measured by early retention. |
| What you leave with | A certificate and your notes. | A hiring plan, role design and advert, sourcing plan, selection kit, decision record, offer pack, onboarding programme and TA scorecard, built in four Pro Kits you keep. |
| Measurement | None before the course and none after it. | A diagnostic at the start, re-run at 90 days to show whether the change held. |
| Fairness | A unit on diversity and inclusion. | Fairness, privacy and compliance judgement is one of the five criteria every asset is graded on. |
| For TA leads | A separate, more senior course. | A lead strand inside the same course: agencies, interviewer calibration, managers owning onboarding and the hiring-manager partnership. |
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Straight answers on time, price, tools and the credential. If yours is not here, ask us and you will have a reply the same working day.
A talent acquisition course teaches how an organisation finds, selects and brings in the people it needs, from planning demand to making offers. The Bodhih Talent Acquisition course goes further and carries hiring through onboarding to a new hire’s first 90 days, in eight modules that each end in a work product, and it ends in a graded portfolio and a proctored exam.
The Talent Acquisition course takes about 18 hours of work, and most learners are expected to finish in 35 days, or roughly 5 weeks alongside a full-time job. It is self-paced and runs through 14 stages: a 50-minute diagnostic of 48 exercises, eight modules, a portfolio checkpoint where a reviewer gives feedback on your first four drafts, the portfolio, a 12-month roadmap you present to a reviewer, a 60-minute mock exam of 48 exercises and the certification exam.
The Talent Acquisition course costs $79.99 for an individual, paid once with no subscription, and $64.99 per seat for companies. GST at 18% is added for Indian billing addresses and a GST invoice is issued automatically. The price covers the diagnostic, all eight modules, four complimentary Bodhih Pro Kits, portfolio grading, the mock, the certification exam and the credential.
Four Bodhih Pro Kits come with the course at no extra cost, including The Recruitment End-to-End Kit and The Employee Onboarding 30-60-90 System; the course page lists all four. Each is also sold on its own. The labs are done in these kits, so the hiring plan, the selection kit and the onboarding programme you build are working files you keep.
Yes. Talent Acquisition is a recruitment and onboarding certification. The credential is issued by Bodhih Training Solutions only when both the graded portfolio and the proctored exam pass. It is verifiable by link and issued as an Open Badge 2.0. It is a professional credential from a corporate training company working since 2008, not a university degree or a statutory qualification.
The course is assessed in two parts, and both must pass. The portfolio of eight work products is graded on five criteria scored 0 to 4; each asset needs at least 12 out of 20 with no criterion at zero, and the weighted portfolio needs 70%, with one resubmission allowed per asset. The proctored certification exam has 48 exercises in sixty minutes; the pass mark is 70% overall and at least 60% in every domain, with one free retake after seven days.
Yes. The fourth module is about structured selection: what predicts performance, anchored scorecards, structured interview questions and work samples, and, in the lead strand, training and calibrating interviewers. Your portfolio asset for that module is a structured selection kit for one real or composite role.
The course covers lawful, proportionate references and background checks and adverse-impact checks at principle level. It is global-neutral: it teaches principles that work in any country and leaves country specifics to dated notes. It is not legal advice, and you should check the rules that apply to you with an employment-law adviser.
No. You build the portfolio on your own organisation or a realistic composite, and only anonymised data is allowed. No real candidate personal data goes into any asset. Handling candidate data carefully is part of what the portfolio is graded on.
Bodhih is not affiliated with SHRM, CIPD or AIHR, and this credential is not one of theirs. Those bodies teach talent acquisition well, mostly through courses, knowledge assessments or written assignments. The Bodhih Talent Acquisition course is built differently: you produce eight hiring work products in Pro Kits you keep, they are graded against a rubric, you sit a proctored scenario exam, and your diagnostic is re-run at 90 days.
Yes. Companies can buy seats on the Talent Acquisition course at $64.99 per seat, which is lower than the individual price. Organisations that prefer the programme delivered in-house can ask for a workshop on their own anonymised hiring data and live roles; there is no public price for that, so talk to us at solutions@bodhih.com or +91 99000 11601.
The Talent Acquisition course is $79.99, about 18 hours, and access opens the moment your payment is confirmed. The hiring plan, the selection kit and the onboarding programme are yours to use at work whether or not anyone asks to see the credential. Enrol today and start with the 50-minute diagnostic.
Starting records where you stand today. That baseline is what the re-measurement is compared against, and it is never rewritten afterwards.
The whole people function in one credential: a Foundations module, all four People Management pathways, an integrated capstone and a panel review.
Reward strategy to pay equity and benefits: eight reward work products, three complimentary Pro Kits, a proctored exam and a verifiable credential.
Eight HR work products built with AI on your own work, a proctored exam and a credential anyone can verify.
Measure your team first, plan each person’s growth after, or bring a trainer or coach in. Bodhih’s sister companies cover the rest of the journey.