Akademik Veri Yönetim Sistemi
25th International Business Congress, Ankara, Türkiye, 5 Temmuz - 05 Eylül 2026, ss.1-13, (Tam Metin Bildiri)
This study examines candidate-facing recruitment transparency in the BIST 30 context through a qualitative content analysis of publicly accessible recruitment materials. While prior research has explored applicant reactions, e-recruitment fairness, and AI-enabled hiring, less is known about how organizations communicate recruitment transparency across multiple dimensions in actual public-facing materials. To address this gap, the study conceptualizes recruitment transparency as a multidimensional construct covering process, criteria, assessment tools, data/privacy, normative commitments, candidate journey visibility, and algorithmic/AI-related transparency. The analysis includes 30 coded cases derived from career pages, job advertisements, privacy notices, application forms, and recruitment process descriptions. The findings show that candidate-facing recruitment transparency is uneven rather than uniform. The findings suggest that publicly visible recruitment communication is generally more transparent about applicant criteria and organizational values than about assessment logic, candidate journey mechanisms, or AI-related decision processes. The study contributes a multidimensional framework for analyzing how organizations structure recruitment visibility in increasingly digital hiring environments.