Format: career fairs, sector-specific recruitment days, on-campus interviews and virtual hiring days.

Benefit: direct access to screened candidates; event outcomes are tracked so employers can measure conversion rates and candidate pipelines.

Format: regular group workshops and one-to-one coaching on CV/LinkedIn optimization, competency-based interviews, and international application standards.

Benefit: higher-quality applications and reduced employer screening time.

Format: industry panels, “coffee with HR” sessions, employer-led masterclasses and sector clinics.

Benefit: employers share hiring needs and receive candidate shortlists; students gain early intelligence about sector expectations.

Structure: workplace-supported education integrated with academic terms; placements are credit-bearing and scheduled across semesters.

Example: engineering students undertake annual workplace placements, accumulating up to 120 working days over three semesters.

Benefit: employers can design multi-semester projects, evaluate students over time, and convert successful placements into hires.

Scope: career readiness introduced from year one via personal and professional development courses, industry workshops, certificate paths and mentor matching.

Benefit: sustained student development reduces onboarding time for employers and improves graduate retention.

Services: tailored career advisory, role-matching, interview prep, and alumni mentoring networks.

Benefit: graduates remain connected to the Career Center post-graduation, reducing time-to-hire for employers and increasing alumni engagement.

Tools: structured action points and mapping templates for HR and employers to trace candidate journeys across internships, projects and full-time roles.

Benefit: transparency and repeatable processes enable recruitment teams and agencies to integrate candidates into global hiring workflows.

Detail: the university covers occupational insurance premiums for students doing internships or part-time employment.

Benefit: reduces employer administrative burden and safeguards workplace risk management.

• Review campus life and career overview materials via Study in Turkiye and prepare documents (CV, transcripts).
• Use Study in Turkiye‘s guidance to confirm program and admissions requirements (start at the Admission process page).

• Year 1: enroll in Business Life Program modules; attend CV workshops and networking events.
• Year 2: join sector-specific employer sessions; request tailored career consulting and build a LinkedIn-ready profile.
• Year 3–4: apply for COOP placements and internships; participate in recruitment events and employer masterclasses.
• Final year: leverage alumni mentoring, on-campus interviews and placement support to convert internships to graduate roles.

Continue career consulting and join alumni mentoring initiatives; the Career Center maintains contact and helps match graduates to employer opportunities.

• Kick-off: define hiring needs, competency frameworks and timelines with the Career Center.
• Execution: schedule on-campus/virtual recruitment days and assessment centres.
• Measurement: use tracking tools to monitor applicant flow, interview outcomes and conversion rates.

• Design multi-term project roles aligned to academic schedules.
• Offer mentorship, technical supervision and evaluation rubrics.
• Convert high-performing interns to entry-level hires with minimal onboarding.

• Work with faculty and the Business Life Program to sponsor micro-certificates or workshops.
• Benefit: early access to students who complete employer-validated modules and reduced training costs post-hire.

• Offer alumni roles as mentors; run industry panels that engage recent graduates and senior students.
• Benefit: sustained talent pipelines and enhanced employer branding on campus.

• Define target programs and graduation timelines.
• Map employer needs to program outcomes and COOP windows.

• Agree KPIs (internship-to-hire rate, event conversions, average time-to-hire).
• Request Career Center event schedules and student cohort breakdowns.
• Set data-sharing and candidate feedback cadence.

• Provide clear job descriptions, assessment rubrics and interview panels.
• Use career mapping tools to record candidate progress.
• Offer project-based internships that can scale into graduate roles.

• Share recruitment metrics and candidate performance summaries.
• Provide mentoring and upskilling pathways for hires.
• Renew and scale partnerships based on KPI outcomes.

• Number of students engaged at events.
• Internship placement rate and COOP participation.
• Internship-to-full-time conversion rate.
• Time-to-hire for graduates and average onboarding time.
• Employer satisfaction scores and repeat engagement rate.

• Student readiness on soft skills and workplace adaptability.
• Employer confidence in graduate capabilities.
• Alumni network strength and mentor participation.

• International recruitment leadership: connecting global students, agents and employers with Turkiye’s universities through targeted campaigns and agent networks.
• System integration: connecting employer ATS systems with university career mapping tools to enable automated shortlisting and reporting.
• Analytics: dashboards that combine recruitment events, COOP placements and conversion metrics for clear KPI monitoring.
• International outreach: marketing recruitment events to global talent pools and coordinating agency partners to source candidates with the right profiles.

For health and clinical program alignment, Study in Turkiye can coordinate workshops and benchmarking with Medipol University and Istinye University to ensure clinical competencies and internship standards match employer expectations.

For social sciences, business and tech, Study in Turkiye can facilitate joint events with Uskudar University and Ozyegin University to cross-promote talent pools and best practices.