What is the Certified Recruitment Specialist?

The Certified Recruitment Specialist is a globally recognised professional certification by the Global Leadership Institute (GLI), designed to equip professionals with advanced competencies in Human Resources & OD.

How long does this certification take?

The programme is 11 Weeks and can be completed at your own pace through our self-paced online option, or alongside live virtual sessions.

Is this certification globally recognised?

Yes. GLI certifications are internationally recognised and carry CPD credits, making them valuable for career advancement worldwide.

What level is this certification?

This is a Advanced Level certification, suitable for professionals with relevant experience or background in the field.

You can enrol by emailing info@certifications.ac, contacting us via WhatsApp at +254 722 223 084, or filling the enrolment form below.

Certified Recruitment Specialist in Malaysia

Executive Summary

Certified Recruitment Specialist

Designed for today’s high-impact professionals, the Certified Recruitment Specialist (CRS) delivers a rigorous Advanced-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 11 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CRS holders are recognised by leading organisations across Africa, the Gulf, Europe and the Americas as qualified, results-driven professionals. Whether you are advancing your current career or transitioning into new responsibilities, this certification provides the competitive edge you need in 2026 and beyond.

Programme Overview

Certification at a Glance

Certification

Certified Recruitment Specialist

Acronym

CRS

Who Should Enrol?

HR Managers and Directors
HR Business Partners
Learning and Development Managers
Employee Relations and OD Specialists

Programme Inclusions

Everything Included in Your Enrolment

All study materials and study guide
Access to GLI online learning portal
Online examination and assessment
Digital certificate and digital badge
Physical certificate (shipped to you)
CPD credits for professional bodies
GLI alumni network membership
Facilitator and tutor support
Resource downloads and reference library
Automatic enrolment confirmation

Certification Benefits

Why This Certification Matters for Your Career

Career Advancement

Accelerate your career towards CHRO and senior people-management roles

Professional Recognition

Credential aligned with SHRM, CIPD and ILO Labour Standards

Leadership Capability

Develop the strategic and operational skills to lead complex human resource management functions

Organisational Impact

Design and implement human resource management systems that drive performance and measurable results

Compliance Readiness

Master the standards, compliance and ethical governance central to human resource management

Global Employability

Qualify for human resource management roles across multinationals, NGOs and international organisations worldwide

Competency Framework

Core Competencies You Will Develop

✦Talent Acquisition, Resourcing and Onboarding

✦Learning, Development and Talent Management

✦Performance, Reward and Employee Relations

✦HR Strategy, Analytics and Workforce Planning

✦Employment Law, Compliance and HR Governance

✦Professional Ethics and Governance

Course Curriculum

Programme Modules

Click any module to explore the detailed curriculum topics included in this certification.

Foundations and Strategic Context of Certified Recruitment Specialist

Certified Recruitment Specialist: industry context, trends and professional standards
The HR function: roles, operating models and value creation
Aligning HR strategy with organisational strategy
The employee lifecycle and HR value chain
HR competencies and professional standards (SHRM, CIPD)
The business partner and centre-of-excellence model
HR's role in culture, values and employer brand
Ethics, confidentiality and professional conduct in HR
Employment relationship and the psychological contract
Global and comparative HR contexts
Building a personal HR development plan

Onboarding and Time to Productivity

Onboarding and time to productivity
Employee engagement and what actually drives it
Learning transfer and capability building
Competency frameworks and skills taxonomies
Career architecture and internal mobility
Absence, capability and ill-health management
Collective relations and union engagement
Restructuring, redundancy and organisational change
HR service delivery and case management
HR technology selection and implementation
Flexible and hybrid working design
Exit, offboarding and organisational memory
Workforce planning and the capability gap
Selection validity and structured hiring
Reward architecture and pay equity

Measuring Hiring Quality

People analytics and HR measurement
Employer brand and candidate experience
Selection validity and structured hiring
Employee relations, discipline and fair process
Talent review and succession in practice
Employment compliance and the HR risk agenda
The HR operating model and business partnering
Inclusion and the fairness of people decisions
Job design and role architecture
Performance management that changes behaviour

Planning the Workforce You Will Need

Workforce planning and the capability gap
Job design and role architecture
Talent review and succession in practice

Attraction and Candidate Experience

Employer brand and candidate experience
Selection validity and structured hiring
Inclusion and the fairness of people decisions

Selection Methods That Predict

Selection validity and structured hiring
Competency frameworks and skills taxonomies
People analytics and HR measurement

Fairness and Defensibility in Hiring

Inclusion and the fairness of people decisions
Employment compliance and the HR risk agenda
Selection validity and structured hiring

Standards and Improvement

Analytical techniques and bias
Quality management systems and audits
Preparing financial statements
Grades, standards and quality
Financial reporting frameworks (IFRS/GAAP)
Roles, standards and professional conduct
Governance of service standards
Quality monitoring and coaching
Continuous improvement in service
Driving measurable service improvement
Designing a service or experience improvement
Quality standards and accreditation
Self-directed and continuous learning
Feasibility, cost and quality analysis
Design review and quality assurance

Workforce Practice

Recruitment marketing and candidate attraction
Employer branding and employee value proposition (EVP)
Employee voice, surveys and action planning
Employee and manager self-service
Workforce reporting and storytelling with data
Cost of workforce and ROI of HR interventions
Developing talent and succession
Talent, succession and workforce learning
Applicant tracking systems and recruitment analytics
Linking performance to reward and consequence
Digital HR and the employee experience platform
Future of work and workforce transformation
Data protection and employee privacy
Belonging, culture and employee resource groups
Customer (employee/manager) satisfaction

People Development

Web and mobile application development
Interpreting financial statements
Integrated and sustainability reporting
Management accounts and dashboards
Budget vs actual and variance
Cost and profitability analysis
Forecasting and planning
Coaching principles and ethics
The coaching relationship
Strengths-based coaching
Group and team coaching
Team development and effectiveness
Coaching and developing team members
Sales enablement and coaching
Version control and collaborative development

Performance and Measures

Time-to-hire, quality-of-hire and cost metrics
Continuous feedback and performance conversations
Appraisal, calibration and managing underperformance
Data visualisation for finance
Leading and lagging metrics
Policy, planning and objectives
Strategy execution and the balanced scorecard
Managing team performance and dynamics
High-performance team rituals and cadence
Managing performance through coaching
Contract performance and exit
Retail performance metrics: sales densities, conversion and basket
Psychometric and screening tools
Project KPIs and performance metrics
Quality and delivery metrics

Culture and Wellbeing

Safety culture and leadership
Managing resistance and engagement
Wellbeing and holistic health strategy
Worker engagement and empowerment
Values, purpose and authentic leadership
Resilience, wellbeing and stress management
Motivation theories and engagement
Creating a coaching culture
Buyer behaviour and the customer journey
Negotiation tactics and behaviours
Communicating financial results
Win-back and re-engagement
Building a service culture
Employee experience and engagement
Customer and community engagement

Legal and Compliance

Compliance monitoring and enforcement
Contract types and risk allocation
Contract administration and variation
Contract governance and compliance
Real estate regulation, licensing and professional conduct
Grant compliance and restricted funding management
Policy administration and customer service in insurance
Insurance regulation and consumer protection
Vendor, venue and supplier contracting for events
Vehicle documentation, compliance and consumer protection
Regulation of transport: authorities, conventions and licensing
Advocacy and policy engagement
Regulatory compliance and biosafety
Attachment and developmental theory
Regulatory compliance and market requirements

Evidence and Analytics

Decision support and insight
Psychodynamic and psychoanalytic approaches
Professional roles, boundaries and settings
Record-keeping and data protection
Evidence-based improvement
Evidence-based practice
Evidence-based practice and research literacy
Project data, reporting and analytics
AI and predictive project analytics
Data quality and governance
Customer personas and insight
Service analytics and dashboards
Text and interaction analytics
Data privacy and consent
Influencing and presenting insights

Change and Organisation

Change management and adoption
The finance function and digital transformation
Governance and organisational value
Regulatory change management
Diagnosing organisational readiness for change
Communication strategy in change programmes
Ethical principles and codes of practice
Managing boundaries and dual relationships
The organisational context and operating environment
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy
Measuring change and project impact
Baseline setting and change control
Sales and marketing transformation
Measuring growth and transformation impact

Leadership Practice

Vendor selection and management
Issue and problem management
Servant leadership and self-organising teams
Communication planning and management
Negotiation and conflict management
Escalation and decision-making
Team leadership and motivation
Project management software and tools
Portfolio and resource management systems
Document and configuration management
Programme management principles
Financial management and cash flow
Insurance and price-risk management
Sustaining ethical, effective practice
Ethical frameworks and codes of practice

Communication and Influence

Influencing and persuasion
Communicating vision and telling stories
Negotiation and conflict resolution
Executive communication and presence
Cross-cultural communication
Negotiation strategy and planning
Sustainability reporting and disclosure
Risk registers and reporting
Property viewings, offers and negotiation to close
Proposal development and donor reporting
The media and telecommunications landscape
Writing advisory reports that drive decisions
Reporting to boards and executives
Monitoring, control and reporting
Professional documentation and presentation

Stakeholders and Partnering

Managing difficult stakeholders
Stakeholder mapping in banking
Relationship management and cross-selling
Wealth, SME and corporate relationships
Stakeholder communications
Stakeholders and users of financial information
Stakeholders, agency and accountability
Trends: ESG, transparency and stakeholder capitalism
Shareholder and stakeholder rights
Stakeholder mapping and influencing
Categories of spend and stakeholders
Peer support and consultation
Duty of care and risk management
The project environment and stakeholders
Stakeholder and sponsor management

Learning and Training

Monitoring, evaluation and learning for accountability
Designing and facilitating groups
Facilitation and workshops
Facilitation, training and public presentation skills
Complaints, accountability and fitness to practise
Group dynamics, facilitation and community mobilisation
Complaint data and learning
Training needs analysis
Instructional design models (ADDIE, SAM)
Cognitive load and learning science
The learning and development profession
Facilitation skills and presence
Virtual and hybrid facilitation
Blended and hybrid learning design
Motivation and self-directed learning

Financial Awareness

Legal responsibilities and professional bodies
Client feedback and satisfaction
Managing risk and difficult cases
Lessons learned and development
Driving effective, ethical outcomes
Access to finance and de-risking
Cost, feasibility and impact analysis
The banking system, intermediation and financial markets
Anti-corruption and financial-crime ethics
Operational efficiency and cost-to-income
Financial statement and cash-flow analysis
Cost, quality and cycle-time metrics
Headcount budgeting and establishment control
Cost of accidents and prevention value
Legal, cost and feasibility analysis

Operations and Service

Design review and quality
Productivity, collaboration and workflow tools
Process improvement and lean thinking
Quality management and standards
Productivity and efficiency improvement
The procurement cycle and operating models
Data quality and master data management
The vehicle sales process from enquiry to delivery
In-process quality control and inspection
Industrial utilities, energy and process safety interfaces
Psychoeducation and workshops
Healthcare quality, safety and accreditation
Reporting quality and governance
Outcome and process measures
Quality planning and assurance

Risk and Governance

Designing a safety programme or control
Risk assessment methodology and matrices
Dynamic and site-specific risk assessment
Residual risk and ALARP
Risk registers and monitoring
Working with organisations on wellbeing
Designing an intervention or programme
Environmental, social and governance (ESG)
Security governance and management systems
Likelihood, impact and risk rating
Risk treatment and countermeasures
Committees: audit, risk, remuneration
Governance frameworks and codes
Environmental governance and climate risk
Governance of ESG and reporting

Technology and Systems

Performance management systems and cycles
Talent and capability ecosystems
Safety management systems (ISO 45001)
Process automation and workflow
Learning technologies and the LMS
Safety management systems overview (ISO 45001)
Ethical, risk and feasibility considerations
Environmental management systems (ISO 14001)
Professional case study and presentation
Digital permits and inspections
Automation and safety technology
Digital marketing strategy
Email and marketing automation
Marketing technology stack
CRM and marketing automation platforms

Projects and Delivery

Building high-performing project teams
Marketing planning and budgeting
Campaign planning and execution
Account planning and whitespace analysis
Leading campaigns and sales projects
Risk assessment and safety planning
Team leadership in field and project settings
Goal setting and contracting
Treatment planning and review
Implementation planning and risk management
HACCP principles and prerequisite programmes
Advisory service design and delivery
Managing complexity and comorbidity
Workplace and organisational contexts
Innovation in service delivery

Ethics and Professional Standards

Ethics and professional standards in finance
Data ethics, privacy and responsible analytics
Ethics and duty of care
Professional ethics and duty of care
Confidentiality and health data
Ethical decision-making under pressure
Ethics and responsible leadership
Professional standards and ethics (CIPS)
Ethics and professional conduct in security
Ethics and treating customers fairly in insurance
Regulation, ethics and misinformation in media and telecoms
Conflicts of interest and procurement ethics
Professional standards and ethics
Marketing and sales ethics
Change talk and readiness

Health and Wellbeing at Work

Influencing and safety leadership
Driving measurable safety improvement
Job safety analysis (JSA) and task risk
Goal setting and action planning
Contractor and visitor safety
Predictive safety analytics
Toolbox talks and safety communication
Event risk, safety and contingency planning
Habit change and behaviour design
Accountability and follow-through
Health records, data and confidentiality
Safety communication and campaigns
Telehealth and digital care delivery
Public health programmes: prevention and outreach
Wellbeing and resilience coaching

Teams and Collaboration

Team leadership in customer service
Team leadership in banking operations
Innovation and fintech collaboration
Delivery and facilitation plan
Facilitation, coaching and mentoring
Measuring coaching outcomes
Aligning teams around strategy
Team formation and effectiveness models (Tuckman, Lencioni)
Cross-functional and matrix teams
Leading remote and hybrid teams
Team diversity and inclusion
Virtual and distributed teams
Leading project teams
Managing virtual and cross-cultural teams
Team leadership in sales and marketing

Strategic Context

Business case and requirements
Value management and business value
Strategic alignment of investments
Product and portfolio strategy
Go-to-market and channel strategy
Brand and reputation as strategic assets
Growth strategy and demand generation
Designing a marketing or sales strategy
Marketing strategy and the mix
Brand strategy, identity and equity
Pricing strategy
Business continuity and crisis management
Stakeholder mapping and business partnering
Translating tech to business language
Communications strategy and planning

Diversity and Inclusion

Financial inclusion and agency banking
Financial inclusion and serving underbanked markets
Nomination, succession and diversity
The business case for diversity and inclusion
Assets, liabilities and equity reporting
Community engagement and equity
Brand equity and positioning
Financial inclusion and the evolving customer
Digital accessibility and inclusion
Diversity and pay-equity analytics
Cross-cultural and global inclusion
Diversity, inclusion and inclusive leadership

Professional Leadership Practice

Personal leadership development planning
Category management and strategy development
Key account management
Journey management and tracking
Property management and facility operations
Programme cycle management in NGOs
Procurement and asset management under donor rules
Reinsurance and capacity management
Disruption management: delays, claims and recovery
Energy efficiency and demand management
Range planning and category management
Knowledge management and capability building
Management and board reporting
Management review and improvement
Leadership versus management and when each is needed

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Recruitment Specialist principles aligned with SHRM, CIPD and ILO Labour Standards
Apply evidence-based methods to improve human resource management, talent development and organisational effectiveness
Master talent acquisition, resourcing and onboarding and learning, development and talent management
Apply performance, reward and employee relations and hr strategy, analytics and workforce planning in real-world settings
Lead risk management, quality and compliance relevant to your field
Design stakeholder engagement and professional communication strategies
Use data-driven decision-making and performance-measurement tools effectively
Apply internationally recognised best practice to advance your career in human resource management

Enrolment Process

How to Get Certified

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Work through 30 structured modules and 150 lessons at your own pace, with downloadable resources and expert-designed content — all inside the LMS.

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Sit your final examination online, earn your certificate instantly, and receive a globally verifiable Certificate ID — plus GLI Alumni Network access.

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Frequently Asked Questions

Common Questions

What is the CRS certification?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

Who should enrol in the CRS?

This certification is ideal for HR Managers and Directors, HR Business Partners, Learning and Development Managers and Employee Relations and OD Specialists, and other professionals seeking to formalise their expertise in human resource management, talent development and organisational effectiveness with a globally recognised credential.

How long does the CRS certification take to complete?

The programme is structured over 11 Weeks and offers flexible learning modes. Self-paced learners can progress at their own schedule, while live virtual participants follow a structured cohort schedule with facilitator-led sessions.

Is the CRS internationally recognised?

What is the cost of the CRS certification?

The Certified Recruitment Specialist is offered in two formats: Self-Paced at USD 449 and Live Virtual at USD 649. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CRS certification include?

Enrolment includes all study materials and study guides, access to GLI's online learning portal, online examination, digital certificate and badge, physical certificate (posted), CPD credits, GLI alumni network membership, and ongoing facilitator support.

What is the assessment format for the CRS?

The Certified Recruitment Specialist is assessed through an online examination consisting of multiple-choice questions, case study analysis, and practical application assignments. The assessment is designed to evaluate real-world competency, not just theoretical recall.

What CPD credits do I earn from the CRS?

The Certified Recruitment Specialist carries Continuing Professional Development (CPD) credits, which can be applied towards professional body requirements including recognised international professional associations.

Can I study the CRS while working full-time?

Absolutely. The self-paced option is designed for busy working professionals and allows you to study when and where it suits you. Live virtual sessions are typically scheduled in the evenings or on weekends to accommodate professional commitments.

What career outcomes can I expect from the CRS?

Graduates progress towards CHRO and senior people-management roles. The CRS strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Certified Recruitment Specialist

Certified Recruitment Specialist

Certification at a Glance

Who Should Enrol?

Everything Included in Your Enrolment

Why This Certification Matters for Your Career

Core Competencies You Will Develop

Programme Modules

What You Will Achieve

How to Get Certified

Common Questions

What Our Alumni Say

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