Course Detail
Course Description
| Course | Code | Semester | T+P (Hour) | Credit | ECTS |
|---|---|---|---|---|---|
| RECRUITMENT and INTERVIEWING TECHNICS | - | Spring Semester | 3+0 | 3 | 5 |
| Course Program |
| Prerequisites Courses | |
| Recommended Elective Courses |
| Language of Course | Turkish |
| Course Level | First Cycle (Bachelor's Degree) |
| Course Type | Required |
| Course Coordinator | Assoc.Prof. Pelin VARDARLIER |
| Name of Lecturer(s) | Assoc.Prof. Pelin VARDARLIER |
| Assistant(s) | |
| Aim | The recruitment and interview techniques’s main objective is to teach interview behaviors and interview types during the recruitment process. |
| Course Content | This course contains; Overview to recruitment and selection,The Recruitment Methods,Job advertisement and Using Internet Resources Effective Techniques,Personnel practices used in recruitment,Interview Concept and Definition,Interview type in Business,Pre-Interview Preparation,Interview Process,Examples of Interview Questions,Evaluation interview,Competence and Competence Types,Advice for good interview,Assessment Errors After Interview,Right Candidate Selection Process and Job Offer. |
| Dersin Öğrenme Kazanımları | Teaching Methods | Assessment Methods |
| 1. Student will be able to explain the basic concepts of recruitment and interview management. | 16, 9 | A |
| 1.1. Explain the concept of recruitment and interview. | ||
| 1.2. Question the function of recruitment and interview processes in human resources functions. | ||
| 1.3. Interpret recruitment and interview processes in human resources management. | ||
| 2. Student will be able to use both theoretical and practical knowledge in the fields of recruitment and human resources. | 16, 9 | A |
| 2.1. Develop appropriate recruitment and interview techniques for human resources management. | ||
| 2.2. Identify the added value created by means of recruitment processes in human resources. | ||
| 2.3. Use recruitment and interview techniques effectively. | ||
| 3. Student will be able to plan ways to improve efficiency and productivity in human resources with the contribution of recruitment and interview techniques. | 16, 9 | A |
| 3.1. Explains the importance of recruitment and interview concept in terms of human resources functions. | ||
| 3.2. Describe the importance of recruitment and interview management and strategies. | ||
| 3.3. Plan the strategies for recruitment and interview types use in human resources. | ||
| 4. Student will be able to evaluate the function of human resources practices in recruitment processes at businesses. | 16, 9 | A |
| 4.1. Compare examples of recruitment and interview techniques for human resource use. | ||
| 4.2. Gives examples for use of recruitment and interview techniques. | ||
| 4.3. Adopt the ‘Best Recruitment Practices’ in the market to the working place. | ||
| 5. Student will be able to organize activities related to the interview process. | 16, 9 | A |
| 5.1. Learn to prepare for the interview process. | ||
| 5.2. Learn the types of interview questions. | ||
| 5.3. Manage the interview process. | ||
| 5.4. Practice interview techniques. |
| Teaching Methods: | 16: Question - Answer Technique, 9: Lecture Method |
| Assessment Methods: | A: Traditional Written Exam |
Course Outline
| Order | Subjects | Preliminary Work |
|---|---|---|
| 1 | Overview to recruitment and selection | |
| 2 | The Recruitment Methods | |
| 3 | Job advertisement and Using Internet Resources Effective Techniques | |
| 4 | Personnel practices used in recruitment | |
| 5 | Interview Concept and Definition | |
| 6 | Interview type in Business | |
| 7 | Pre-Interview Preparation | |
| 8 | Interview Process | |
| 9 | Examples of Interview Questions | |
| 10 | Evaluation interview | |
| 11 | Competence and Competence Types | |
| 12 | Advice for good interview | |
| 13 | Assessment Errors After Interview | |
| 14 | Right Candidate Selection Process and Job Offer |
| Resources |
| İnsan Kaynakları Yönetimi.Prof. Dr. Canan Çetin, Esra Dinç Elmalı, Doç. Dr. Mehmet Lütfi Arslan, İstanbul: Beta Basım, Eylül 2019. |
| Canan Çetin, Mehmet Lütfi Arslan. Mülakat - Teori, Süreç ve İlkeler. İstanbul: Beta Basım,2014. Pelin Vardarlıer, Sosyalika, Fastbook Yayınları, 2015. |
Course Contribution to Program Qualifications
| Course Contribution to Program Qualifications | |||||||
| No | Program Qualification | Contribution Level | |||||
| 1 | 2 | 3 | 4 | 5 | |||
| 1 | Defines the theoretical issues in the field of HRM. | X | |||||
| 2 | Describes the necessary quantitative and statistical methods in the field of HRM. | ||||||
| 3 | Uses at least one computer program in the field of HRM. | ||||||
| 4 | Sustains proficiency in a foreign language required in HRM. | ||||||
| 5 | Prepares HR projects and leads teams. | X | |||||
| 6 | Constantly updates himself / herself by following developments in science and technology with an understanding of the importance of lifelong learning through critically evaluating the knowledge and skills that s/he has got. | ||||||
| 7 | Uses theoretical and practical expertise in the field of HRM. | X | |||||
| 8 | Follows up-to-date technology using a foreign language at least A1 level, holds verbal / written communication skills. | ||||||
| 9 | Adopts organizational / institutional and social ethical values. | X | |||||
| 10 | Within the framework of community involvement, adopts social responsibility principles and takes initiative when necessary. | X | |||||
| 11 | Uses and analyses basic facts and data in various disciplines (economics, finance, sociology, law, business) in order to conduct interdisciplinary studies. | ||||||
| 12 | Have the necessary skills to ascertain person-job fit and person-organization fit. | X | |||||
| 13 | Have enough knowledge to put forward some ideas in all business functions and have aptitude to collaborate with other departments. | X | |||||
Assessment Methods
| Contribution Level | Absolute Evaluation | |
| Rate of Midterm Exam to Success | 40 | |
| Rate of Final Exam to Success | 60 | |
| Total | 100 | |
| ECTS / Workload Table | ||||||
| Activities | Number of | Duration(Hour) | Total Workload(Hour) | |||
| Course Hours | 14 | 3 | 42 | |||
| Guided Problem Solving | 14 | 2 | 28 | |||
| Resolution of Homework Problems and Submission as a Report | 2 | 10 | 20 | |||
| Term Project | 0 | 0 | 0 | |||
| Presentation of Project / Seminar | 1 | 10 | 10 | |||
| Quiz | 0 | 0 | 0 | |||
| Midterm Exam | 1 | 15 | 15 | |||
| General Exam | 1 | 20 | 20 | |||
| Performance Task, Maintenance Plan | 0 | 0 | 0 | |||
| Total Workload(Hour) | 135 | |||||
| Dersin AKTS Kredisi = Toplam İş Yükü (Saat)/30*=(135/30) | 5 | |||||
| ECTS of the course: 30 hours of work is counted as 1 ECTS credit. | ||||||
Detail Informations of the Course
Course Description
| Course | Code | Semester | T+P (Hour) | Credit | ECTS |
|---|---|---|---|---|---|
| RECRUITMENT and INTERVIEWING TECHNICS | - | Spring Semester | 3+0 | 3 | 5 |
| Course Program |
| Prerequisites Courses | |
| Recommended Elective Courses |
| Language of Course | Turkish |
| Course Level | First Cycle (Bachelor's Degree) |
| Course Type | Required |
| Course Coordinator | Assoc.Prof. Pelin VARDARLIER |
| Name of Lecturer(s) | Assoc.Prof. Pelin VARDARLIER |
| Assistant(s) | |
| Aim | The recruitment and interview techniques’s main objective is to teach interview behaviors and interview types during the recruitment process. |
| Course Content | This course contains; Overview to recruitment and selection,The Recruitment Methods,Job advertisement and Using Internet Resources Effective Techniques,Personnel practices used in recruitment,Interview Concept and Definition,Interview type in Business,Pre-Interview Preparation,Interview Process,Examples of Interview Questions,Evaluation interview,Competence and Competence Types,Advice for good interview,Assessment Errors After Interview,Right Candidate Selection Process and Job Offer. |
| Dersin Öğrenme Kazanımları | Teaching Methods | Assessment Methods |
| 1. Student will be able to explain the basic concepts of recruitment and interview management. | 16, 9 | A |
| 1.1. Explain the concept of recruitment and interview. | ||
| 1.2. Question the function of recruitment and interview processes in human resources functions. | ||
| 1.3. Interpret recruitment and interview processes in human resources management. | ||
| 2. Student will be able to use both theoretical and practical knowledge in the fields of recruitment and human resources. | 16, 9 | A |
| 2.1. Develop appropriate recruitment and interview techniques for human resources management. | ||
| 2.2. Identify the added value created by means of recruitment processes in human resources. | ||
| 2.3. Use recruitment and interview techniques effectively. | ||
| 3. Student will be able to plan ways to improve efficiency and productivity in human resources with the contribution of recruitment and interview techniques. | 16, 9 | A |
| 3.1. Explains the importance of recruitment and interview concept in terms of human resources functions. | ||
| 3.2. Describe the importance of recruitment and interview management and strategies. | ||
| 3.3. Plan the strategies for recruitment and interview types use in human resources. | ||
| 4. Student will be able to evaluate the function of human resources practices in recruitment processes at businesses. | 16, 9 | A |
| 4.1. Compare examples of recruitment and interview techniques for human resource use. | ||
| 4.2. Gives examples for use of recruitment and interview techniques. | ||
| 4.3. Adopt the ‘Best Recruitment Practices’ in the market to the working place. | ||
| 5. Student will be able to organize activities related to the interview process. | 16, 9 | A |
| 5.1. Learn to prepare for the interview process. | ||
| 5.2. Learn the types of interview questions. | ||
| 5.3. Manage the interview process. | ||
| 5.4. Practice interview techniques. |
| Teaching Methods: | 16: Question - Answer Technique, 9: Lecture Method |
| Assessment Methods: | A: Traditional Written Exam |
Course Outline
| Order | Subjects | Preliminary Work |
|---|---|---|
| 1 | Overview to recruitment and selection | |
| 2 | The Recruitment Methods | |
| 3 | Job advertisement and Using Internet Resources Effective Techniques | |
| 4 | Personnel practices used in recruitment | |
| 5 | Interview Concept and Definition | |
| 6 | Interview type in Business | |
| 7 | Pre-Interview Preparation | |
| 8 | Interview Process | |
| 9 | Examples of Interview Questions | |
| 10 | Evaluation interview | |
| 11 | Competence and Competence Types | |
| 12 | Advice for good interview | |
| 13 | Assessment Errors After Interview | |
| 14 | Right Candidate Selection Process and Job Offer |
| Resources |
| İnsan Kaynakları Yönetimi.Prof. Dr. Canan Çetin, Esra Dinç Elmalı, Doç. Dr. Mehmet Lütfi Arslan, İstanbul: Beta Basım, Eylül 2019. |
| Canan Çetin, Mehmet Lütfi Arslan. Mülakat - Teori, Süreç ve İlkeler. İstanbul: Beta Basım,2014. Pelin Vardarlıer, Sosyalika, Fastbook Yayınları, 2015. |
Course Contribution to Program Qualifications
| Course Contribution to Program Qualifications | |||||||
| No | Program Qualification | Contribution Level | |||||
| 1 | 2 | 3 | 4 | 5 | |||
| 1 | Defines the theoretical issues in the field of HRM. | X | |||||
| 2 | Describes the necessary quantitative and statistical methods in the field of HRM. | ||||||
| 3 | Uses at least one computer program in the field of HRM. | ||||||
| 4 | Sustains proficiency in a foreign language required in HRM. | ||||||
| 5 | Prepares HR projects and leads teams. | X | |||||
| 6 | Constantly updates himself / herself by following developments in science and technology with an understanding of the importance of lifelong learning through critically evaluating the knowledge and skills that s/he has got. | ||||||
| 7 | Uses theoretical and practical expertise in the field of HRM. | X | |||||
| 8 | Follows up-to-date technology using a foreign language at least A1 level, holds verbal / written communication skills. | ||||||
| 9 | Adopts organizational / institutional and social ethical values. | X | |||||
| 10 | Within the framework of community involvement, adopts social responsibility principles and takes initiative when necessary. | X | |||||
| 11 | Uses and analyses basic facts and data in various disciplines (economics, finance, sociology, law, business) in order to conduct interdisciplinary studies. | ||||||
| 12 | Have the necessary skills to ascertain person-job fit and person-organization fit. | X | |||||
| 13 | Have enough knowledge to put forward some ideas in all business functions and have aptitude to collaborate with other departments. | X | |||||
Assessment Methods
| Contribution Level | Absolute Evaluation | |
| Rate of Midterm Exam to Success | 40 | |
| Rate of Final Exam to Success | 60 | |
| Total | 100 | |