İK Uzmanı - Teknik Sorular

Tools: Greenhouse, Lever, Workday Recruiting, Taleo. Features: Job posting management, resume parsing, candidate tracking, interview scheduling, offer management. Best practices: Automated communication, candidate experience optimization, reporting integration. Customization: Workflow configuration, integration with other HR systems.

Method: STAR method (Situation, Task, Action, Result). Questions: "Tell me about a time when..." past behavior predicts future behavior. Preparation: Job analysis → competencies → behavioral questions. Evaluation: Rubric-based scoring, note-taking, calibration sessions. Training: Interviewer training, bias awareness.

Pre-boarding: Paperwork, equipment setup, welcome email. First week: Orientation, culture training, team introduction, role-specific training. First 90 days: Check-ins, feedback, social integration. Tools: Onboarding software (Enboarder, BambooHR), mentorship programs. Success metrics: Time-to-productivity, retention.

Legal: Employment laws, regulations compliance. Content: Code of conduct, benefits, leave policies, performance expectations, safety procedures. Format: Clear, accessible, regularly updated. Distribution: All employees, acknowledgment signature. Updates: Annual review, law changes. Language: Multiple languages if needed.

Selection: Business needs, user requirements, vendor comparison. Implementation: Data migration, system configuration, user training, testing. Integration: Payroll, benefits, time tracking, ATS. Maintenance: Regular updates, data accuracy, security. Vendors: Workday, SAP SuccessFactors, Oracle HCM.

Purpose: Understand turnover, improve retention. Process: Scheduling (before last day), structured interview (voluntary, confidential), data analysis. Questions: Reasons for leaving, job satisfaction, suggestions. Action: Trends analysis, leadership feedback, program improvements. Timing: Face-to-face or survey.

Key areas: Employment law (discrimination, harassment, termination), wage and hour (FLSA, overtime), leave (FMLA, ADA), workplace safety (OSHA), privacy (GDPR, CCPA). Resources: Legal counsel, SHRM, employment law updates. Documentation: Policies, records, incident reports. Training: Manager and employee education.

Challenges: Communication, collaboration, engagement, performance management. Solutions: Collaboration tools (Slack, Zoom), regular check-ins, virtual team building, clear expectations. Performance: Output-based, not hours-based. Culture: Trust-based, not micromanagement. Onboarding: Virtual onboarding best practices.

Process: Key position identification, competency requirements, talent review, development planning. Tools: 9-box grid (performance vs potential), talent profiles. Development: Stretch assignments, mentoring, training. Review: Regular talent reviews, succession depth analysis. Communication: Transparency with high potentials.

Process: Intake (complaint, concern), investigation (interviews, evidence), determination (policy application), resolution (disciplinary action, mediation), documentation. Tools: Case management software, HRIS. Confidentiality: Strict, need-to-know basis. Legal: Employment law consultation, risk mitigation.