Rewrite a job post
Rewrite a real job post to be clearer and more inclusive, and explain each change.
Hire, develop and support people fairly, from the first job post to the last day at work.
You have reached the end of the beginner stages. Prove what you learned with a project.
You have reached the end of the intermediate stages. Prove what you learned with a project.
You have reached the end of the advanced stages. Prove what you learned with a project.
Rewrite a real job post to be clearer and more inclusive, and explain each change.
Write six structured interview questions for one role with a scoring guide for each.
Design a 30-60-90 day onboarding plan for a new employee, with checklists for the manager.
Write a clear leave policy for a small company, noting which parts depend on local law.
Build a dashboard from sample data showing headcount, turnover and time to hire.
Design a short engagement survey, analyse sample results and propose three actions.
The same roadmap as a reading list: every stage, what each topic covers, and which ones are optional.
Recruitment, pay, development, policies and employee relations, and how HR supports managers.
Contracts, working time, leave, discrimination and dismissal. Laws differ by country, so learn yours.
Handle employee records carefully and share them only when you must.
Contracts, records, letters and spreadsheets that are accurate and easy to audit.
From a vacancy to an accepted offer, with a good experience for every candidate.
Write clear, inclusive job posts that attract the right people.
Find candidates, read CVs fairly and shortlist against agreed criteria.
Ask every candidate the same job-related questions and score answers consistently.
Make the first weeks clear and welcoming so new hires become productive and stay.
Find skill gaps and plan training that actually changes how people work.
Goals, regular feedback and fair reviews.
Help managers give specific, timely and kind feedback.
Clear policies and fair, consistent treatment build trust.
Investigate complaints fairly, keep records and follow a clear process.
Safe workplaces, risk assessments and mental health support.
Fair hiring and pay, and a workplace where everyone can contribute.
Pay structures, salary benchmarking and benefits that attract and keep people.
How gross pay becomes net pay, and working with finance on payroll.
Turnover, time to hire and engagement data that guide decisions.
Ask the right questions, act on results and show people you listened.
Predict the skills and people the organisation will need and plan how to get them.
Help organisations through restructures, mergers and new ways of working.
Show candidates what it is really like to work for you.
SHRM, CIPD or a national HR body. Choose what employers in your country ask for.
They help organisations hire, pay, develop and support their people, keep records and policies in order and make sure employment laws are followed.
Recruiters focus on finding and hiring people. HR generalists cover everything from hiring to pay, policies and employee relations. Many people start in one and move to the other.
Entry roles often accept a related degree or experience. Recognised certificates such as SHRM, CIPD or a national equivalent help you progress.
© 2026 KamerLink. All rights reserved.