This report is written for Human Resources Management course. We asked several questions regarding the HR recruitment function to Akmer Sigorta company. We wanted to analyze their recruitment system function. The reason we chose this function is the fact that, in our opinion recruitment & selection function is the fundamental of HR system. The HR department's primary responsilibity is recruitment. Even though HR is involved in many other areas, including data administration, employee engagement, and employee development, one of its main areas of focus is finding and selecting. So we think that it is very important. We deduced that they face with different problems and it is not easy to recruit a candidate as it seems so. Discussion The Akmer Sigorta said that they act with the awareness that investing in people is an unchangeable principle of success and we continue our activities in this ethic and consciousness. They act with the awareness that the recruitment process is extremely important for the candidates who wants to work in their company and most importantly for their customers. Great importance is given to the recruitment process at every step, from advertising to candidate feedback, and competency and targeted interview techniques are applied. There are many different small and large companies in every sector. If the candidates apply without knowing what they want, the company face with difficulties in the process of analyzing them. Especially in recent periods, the biggest problem of employers is the shortage of employees, in this process sites like kariyer.net etc. began to fall short. Especially bilateral human relations and corporate stance are the details that we pay the most attention to in the candidate criteria. After the application process of our friends who want to work with us, we investigate the competencies and institutions / organizations they have worked for before in detail. We are trying to get to know the person better by applying different interview techniques according to the candidate's competencies. Conclusion

3. Is there any gap between theory and the practice related with HR application the company is using?