Course Information
SemesterCourse Unit CodeCourse Unit TitleT+P+LCreditNumber of ECTS CreditsLast Updated Date
2İKY106Job Acquisition and Negotiation Techniques3+0+03608.03.2026

 
Course Details
Language of Instruction Turkish
Level of Course Unit Associate Degree
Department / Program Human Resources Management
Type of Program Formal Education
Type of Course Unit Compulsory
Course Delivery Method Face To Face
Objectives of the Course The aim of this course is to equip students with the knowledge and skills necessary to plan recruitment and selection processes within the framework of strategic human resource management, and to apply job analysis and job description preparation, candidate sourcing, ATS-supported applicant tracking, structured interviewing and candidate evaluation, offer and salary negotiation, as well as onboarding and recruitment KPI monitoring in accordance with ethical and legal requirements.
Course Content This course covers the strategic role of recruitment and talent acquisition; competency-based job analysis and job description preparation; sourcing and ATS (Applicant Tracking System)-supported applicant tracking; structured interviewing and the STAR (Situation, Task, Action, Result) approach; scorecard-based evaluation; ethical and legal compliance within the framework of the Personal Data Protection Law (PDPL)—known in Turkish as KVKK (Law No. 6698)—and Turkish Labour Law No. 4857; the BATNA (Best Alternative to a Negotiated Agreement)–ZOPA (Zone of Possible Agreement) approach in offer and salary negotiations; as well as onboarding, KPI monitoring, and process improvement.
Course Methods and Techniques This course is delivered through lectures, case analyses, workshops, role-playing activities, in-class discussions, and structured feedback processes. The lecture method is used to present the theoretical framework of strategic recruitment, competency-based job analysis, ATS logic, structured interviewing, ethical principles, and relevant legislation. Realistic organizational scenarios are used to examine candidate assessment, bias management, ethical dilemmas, and offer negotiations through case analysis. In workshops, students prepare practical tools such as job analysis forms, job descriptions, sourcing plans, ATS candidate tracking flows, STAR-based question sets, scorecards, KPI tables, and onboarding checklists. Role-playing activities are used to practice interviewer–candidate and offer negotiation scenarios. This integrated teaching approach aims to develop the course learning outcomes in the dimensions of theoretical knowledge, practical skills, ethical judgment, and professional communication.
Prerequisites and co-requisities None
Course Coordinator None
Name of Lecturers Asist Prof. Ali Kayış https://abis.gedik.edu.tr/ali-kayis ali.kayis@gedik.edu.tr
Assistants None
Work Placement(s) No

Recommended or Required Reading
Resources Sommers-Flanagan, J., & Sommers-Flanagan, R. (2014). Klinik Görüşme, Ithaka Yayınları.
Course Notes In this course, core literature on recruitment processes, interviewing techniques, and negotiation management, along with current academic studies (including articles and case analyses) and course notes prepared by the instructor, will be utilized.
Documents Bingöl, D. (2019). İnsan kaynakları yönetimi (11. baskı). Beta Yayınları.

Course Category
Social Sciences %30
Field %70

Planned Learning Activities and Teaching Methods
Activities are given in detail in the section of "Assessment Methods and Criteria" and "Workload Calculation"

Assessment Methods and Criteria
In-Term Studies Quantity Percentage
Mid-terms 1 % 30
Quizzes 1 % 10
Final examination 1 % 60
Total
3
% 100

 
ECTS Allocated Based on Student Workload
Activities Quantity Duration Total Work Load
Course Duration 14 3 42
Hours for off-the-c.r.stud 14 2 28
Assignments 2 6,5 13
Presentation 1 30 30
Mid-terms 1 20 20
Final examination 1 20 20
Total Work Load   Number of ECTS Credits 6 153

 
Course Learning Outcomes: Upon the successful completion of this course, students will be able to:
NoLearning Outcomes
1 Designs and documents an end-to-end recruitment and talent acquisition process in alignment with organizational strategy and objectives, incorporating sourcing channels, candidate pool development, and ATS-based candidate tracking stages.
2 Conducts competency-based job analysis for different job families and develops measurable candidate criteria and job descriptions (JDs).
3 Plans and conducts competency-based interviews using the STAR approach, and assesses candidate responses on the basis of objective criteria within the scope of the Personal Data Protection Law (KVKK), the Labor Law, and professional ethical principles.
4 Designs an interview scorecard aimed at reducing cognitive biases and conducts data-driven candidate comparisons.
5 Applies BATNA and ZOPA analysis in offer and salary negotiations, and justifies negotiation decisions by considering the balance between organizational and candidate interests.
6 Analyzes recruitment KPIs and develops a structured onboarding program to support the new employee’s integration into the organization.

 
Weekly Detailed Course Contents
WeekTopicsStudy MaterialsMaterials
1 The strategic role of recruitment, talent acquisition, and its relationship with organizational performance Bingöl (2019) – relevant section + brief review of the recruitment principles in ISO 30405:2016 Course presentation + organizational example + process map
2 Competency-based job analysis and job description (JD) development Review of the Vocational Qualifications Authority (2022) Human Resources Personnel (Level 4) Standard + Bingöl (2019) – relevant section Job analysis form + sample job descriptions (JDs)
3 Source planning, candidate pool development, and multichannel sourcing ISO 30405:2016 recruitment process principles + Bingöl (2019) – relevant section Sourcing channel checklist + candidate pool template
4 ATS logic, CV screening, pre-screening, and digital candidate tracking processes Principles of the selection and placement process in ISO 30405:2016 + preliminary review of course presentation and LMS materials CV evaluation matrix + ATS workflow template
5 Design of structured interviews and the competency-based interviewing process Review of the article by Campion, Palmer, and Campion (1997) and Bingöl (2019)—relevant section Interview flowchart and question preparation form
6 Competency-based interviewing and the STAR approach – I Campion, Palmer, and Campion (1997) Draft STAR-based question bank + interview form
7 Competency-based interviewing and the STAR approach – II (practice) Review of the findings of Campion, Palmer, and Campion (1997) + examination of in-class practice materials Role-play scenario + observation form
8 Midterm examination + application project guideline Topic review / brief preparation Midterm examination + project submission guideline
9 Interviewer errors, cognitive biases, and bias management Reading on Campion, Palmer, and Campion (1997) in the context of the structured interview approach + review of the course presentation Video example analysis + discussion questions
10 Objective candidate evaluation: use of the interview scorecard Examination of scoring logic within the framework of Campion, Palmer, and Campion (1997) and ISO 30405:2016 Scorecard template + scoring key
11 Ethics and legal framework in recruitment: the Personal Data Protection Law (KVKK), the Labor Law, and professional principles Relevant provisions of the Personal Data Protection Law No. 6698 and Labor Law No. 4857 + professional principles set out in MYK (2022) Sample disclosure notices + compliance checklist
12 Negotiation I: Offer preparation, compensation package, and the balance between organizational and candidate interests Fisher, Ury, and Patton (2016) – relevant section Compensation and benefits package template
13 Negotiation II: BATNA-ZOPA, persuasion, and closing strategies Fisher, Ury, and Patton (2016) – relevant section Negotiation preparation form + scenario set
14 Onboarding, recruitment KPIs, and integrated process evaluation Holistic evaluation of the recruitment process in ISO 30405:2016 + review of in-class/LMS materials Onboarding checklist + KPI table + evaluation rubric
15 Final examination General review Integrated scenario / case analysis

 
Sustainable Development Goals
Contribution of Learning Outcomes to Programme Outcomes
P1 P2 P3 P4 P5 P6 P7 P8 P9
All 4 1 3 3 5 3 1 2 3
C1 5 1 4 5 4 2 1 2 2
C2 5 1 2 2 4 2 1 2 2
C3 5 1 3 2 5 4 1 2 5
C4 4 1 2 4 5 2 1 2 4
C5 3 1 2 1 5 5 1 2 4
C6 4 3 4 4 4 2 1 4 2

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