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👥 Human Resources  ·  Intermediate

Certified Recruitment and Selection Manager

Online Certification  ·  10 Weeks  ·  Globally Recognised  ·  (CREM2)

✅ 2026 Edition 🎓 CPD Accredited 🌍 100+ Countries 📜 Digital + Physical Certificate 100% Online
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Executive Summary

Certified Recruitment and Selection Manager

Designed for today’s high-impact professionals, the Certified Recruitment and Selection Manager (CREM2) delivers a rigorous Intermediate-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 10 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CREM2 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 and Selection Manager
Acronym
CREM2
Category
Human Resources
Level
Intermediate
Duration
10 Weeks
Delivery Mode
100% Online
Assessment
Online Examination
Certificate
Digital + Physical
CPD Eligibility
CPD Accredited
Alumni Benefits
GLI Network Access
Self-Paced
USD 399
Live Virtual
USD 599
Target Audience

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

The full programme, module by module.

1
Foundations and Strategic Context of Certified Recruitment and Selection Manager
Certified Recruitment and Selection Manager: 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
2
Onboarding and Time to Productivity
Reward architecture and pay equity · Career architecture and internal mobility · Learning transfer and capability building · Employee engagement and what actually drives it
3
Measuring Hiring Quality
People analytics and HR measurement · Employer brand and candidate experience · Selection validity and structured hiring · Cross-cultural and global inclusion
4
Planning the Workforce You Will Need
Workforce planning and the capability gap · Job design and role architecture · Talent review and succession in practice · Diagnosing organisational readiness for change
5
Attraction and Candidate Experience
Employer brand and candidate experience · Selection validity and structured hiring · Inclusion and the fairness of people decisions · Employment law framework and contracts of employment
6
Selection Methods That Predict
Selection validity and structured hiring · Competency frameworks and skills taxonomies · People analytics and HR measurement · Benefits design, pensions and flexible benefits
7
Fairness and Defensibility in Hiring
Inclusion and the fairness of people decisions · Employment compliance and the HR risk agenda · Selection validity and structured hiring · Managing boundaries and dual relationships
8
Strategic Context
The HR operating model and business partnering · Organisational design principles and structures · Structural and strategic approaches · Investment strategy and allocation
9
Diversity and Inclusion
Belonging, culture and employee resource groups · Financial inclusion and the evolving customer · Digital accessibility and inclusion · Financial inclusion and serving underbanked markets
10
International Practice
Managing virtual and cross-cultural teams · Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies · Cross-cultural communication · The agricultural sector: systems, actors and global food value chains
11
Standards and Improvement
Time-to-hire, quality-of-hire and cost metrics · Process improvement and lean thinking · Quality management and standards · Productivity and efficiency improvement
12
Workforce Practice
Employee relations, discipline and fair process · Data protection and employee privacy · Recruitment marketing and candidate attraction · Employer branding and employee value proposition (EVP)
13
People Development
Absence, capability and ill-health management · Coaching leaders and managers · Organisation development principles and practice · Career development and internal mobility
14
Performance and Measures
Performance management that changes behaviour · HR metrics, KPIs and the HR scorecard · Objective setting: KPIs, OKRs and cascading goals · Appraisal, calibration and managing underperformance
15
Culture and Wellbeing
Collective relations and union engagement · Whistleblowing and speak-up culture · Strengths, flow and engagement · Meaning, purpose and values
16
Legal and Compliance
Health and safety legal duties · Designing an HR intervention or policy · HR policies, handbooks and compliance · Contract governance and compliance
17
Evidence and Analytics
Diagnosis and evidence gathering · Predictive safety analytics · Comparable sales analysis and market evidence · Measurement and analytics for media and social campaigns
18
Change and Organisation
Implementation and change plan · Restructuring, redundancy and organisational change · Exit, offboarding and organisational memory · Baseline setting and change control
19
Leadership Practice
Discipline, conduct and fair-process management · Offer management, negotiation and pre-boarding · HR service delivery and case management · Key account management strategy
20
Communication and Influence
Stakeholder mapping and influencing · Professional presentation and pitching · Negotiation with clients and partners · Media and public communication
21
Stakeholders and Partnering
The project environment and stakeholders · Stakeholder and sponsor management · Stakeholder rights and fair treatment · Delivery, quality and stakeholder plan
22
Learning and Training
Evaluating learning impact (Kirkpatrick, ROI) · Instructional design and blended learning · Learning technologies and the LMS · Group dynamics, facilitation and community mobilisation
23
Financial Awareness
Headcount budgeting and establishment control · Cost of accidents and prevention value · Legal, cost and feasibility analysis · Make-versus-buy and total cost of ownership
24
Operations and Service
Span of control, delayering and operating models · IT operating models and organisation · IT service and product mindset · Agile and product operating models
25
Risk and Governance
Evidence-based practice · Risk assessment and safety planning · Designing a safety programme or control · Risk assessment methodology and matrices
26
Technology and Systems
HR technology selection and implementation · Scaling technology and teams · Measuring digital transformation impact · Professional ethics in technology
27
Projects and Delivery
Building project management maturity · Sustainability and social impact in projects · Project KPIs and performance metrics · Quality and delivery metrics
28
Ethics and Professional Standards
Professional ethics and codes of conduct in HR · Data ethics, privacy and responsible analytics · Ethics and duty of care · Professional ethics and duty of care
29
Health and Wellbeing at Work
Customer and brand health metrics · Brand health and measurement · Regulatory compliance and biosafety · Measuring brand health
30
Teams and Collaboration
Aligning teams around strategy · Team formation and effectiveness models (Tuckman, Lencioni) · Cross-functional and matrix teams · Leading remote and hybrid teams

Every module opens in the learning portal with its full lesson set, worked examples, further reading and video masterclasses. 30 modules · 150 lessons.

Learning Outcomes

What You Will Achieve

  • Onboarding and Time to Productivity — applied to your own work
  • Measuring Hiring Quality — applied to your own work
  • Planning the Workforce You Will Need — applied to your own work
  • Attraction and Candidate Experience — applied to your own work
  • Selection Methods That Predict — applied to your own work
  • Fairness and Defensibility in Hiring — applied to your own work
Enrolment Process

How to Get Certified

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Step 3: Study in the GLI Learning Portal
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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Step 4: Pass, Get Certified & Verified
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 CREM2 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 CREM2?

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 CREM2 certification take to complete?

The programme is structured over 10 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 CREM2 internationally recognised?

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.

What is the cost of the CREM2 certification?

The Certified Recruitment and Selection Manager is offered in two formats: Self-Paced at USD 399 and Live Virtual at USD 599. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CREM2 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 CREM2?

The Certified Recruitment and Selection Manager 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 CREM2?

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

Can I study the CREM2 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 CREM2?

Graduates progress towards CHRO and senior people-management roles. The CREM2 strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Graduate Voices

What Our Alumni Say

“

The curriculum was directly applicable to my daily work. I immediately applied what I learned and saw results within weeks of completing the programme.

HR Director
Private Sector
“

GLI's certification is the most practical professional programme I have attended. The international frameworks gave me credibility with my employer and clients.

People Manager
NGO Sector
“

I earned my CREM2 while working full-time. The self-paced format made it possible, and the quality of the content is genuinely world-class.

Talent Lead
Government
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