İK Uzmanı - Senaryo Soruları

İK Uzmanı 10 soru 06.04.2026
Bu sorular ve cevaplar genel bilgilendirme ve mülakat hazırlık amaçlıdır. Gerçek mülakat sorularını yansıtmaz.
1

Senaryo: Top performer resignation, counter-offer yapmalı mıyız?

Analysis: Reasons for leaving (compensation, growth, management), counter-offer success rate (usually low). Consider: Fairness to other employees, temporary fix vs root cause. Decision: Generally no, unless: Fixable issue, strategic criticality. Alternative: Long-term development, career path. If yes: Short-term fix, address root cause.
2

Senaryo: Manager 'low performer'u fire etmek istiyor. Approach?

Process: Performance improvement plan (PIP) first, documentation, feedback. Legal: Employment law, at-will employment, discrimination risk. Investigation: Performance data, manager feedback, employee perspective. Decision: Fair process, consistent policy application. Termination: Legal compliance, respectful handling.
3

Senaryo: Two team members conflict affecting team performance. Intervention?

Assessment: Individual meetings (understand perspectives), team impact. Mediation: Joint meeting, find common ground, action plan. Follow-up: Regular check-ins, progress monitoring. If unresolved: Reassignment, disciplinary action. Prevention: Team norms, conflict resolution training.
4

Senaryo: Company restructuring, layoffs required. Approach?

Planning: Business justification, selection criteria (performance, skills), legal compliance (WARN Act). Communication: Transparent, empathetic, individual meetings. Support: Severance, outplacement services, job search assistance. Remaining: Morale support, clear vision. Legal: Risk mitigation, documentation.
5

Senaryo: Employee harassment complaint. Response?

Immediate: Interim measures (separation, leave), complaint acknowledgment. Investigation: Prompt, thorough, impartial (interviews, evidence). Confidentiality: Need-to-know, respect privacy. Resolution: Disciplinary action, policy enforcement. Prevention: Training, clear reporting channels.
6

Senaryo: New hire not performing after 3 months. Action?

Assessment: Onboarding effectiveness, expectations clarity, training adequacy. Feedback: Direct conversation, specific examples, improvement plan. Support: Additional training, mentorship, resources. Timeline: 30-60-90 day check-ins. Decision: Extension or termination if no improvement. Documentation: Performance records.
7

Senaryo: Department head wants to hire 'cultural fit' but diverse candidate deselected. Response?

Clarification: Cultural fit definition, potential bias. Education: Cultural add vs fit, diversity benefits, legal risks. Process: Structured interview, diverse panel, objective criteria. Decision: Re-evaluate if bias suspected. Data: Track diversity metrics, audit hiring decisions.
8

Senaryo: Employee requests mental health accommodation. Approach?

Legal: ADA compliance, interactive process. Process: Medical documentation, accommodation options (modified schedule, workload, remote work). Confidentiality: Medical privacy. Support: EAP, resources. Follow-up: Regular check-ins, accommodation effectiveness. Culture: Mental health awareness.
9

Senaryo: Salary inequity discovered between genders. Rectification?

Analysis: Pay equity audit, job comparison, explanation (experience, performance). Action: Immediate adjustment if unjustified, systemic review. Communication: Confidential with affected employees. Prevention: Regular pay equity audits, standardized compensation, bias training. Legal: Pay equity laws.
10

Senaryo: High potential employee wants to quit for career growth. Retention?

Discussion: Career aspirations, growth opportunities, timeline. Solutions: Internal mobility, promotion, stretch assignments, mentorship. Development: Individual development plan, skill-building. Timeline: Short-term and long-term path. Compensation: Market adjustment if warranted. Follow-up: Regular career conversations.