In his March 2006 article, “Recruiting in Europe”, Dr. John Sullivan underlined that talent has become a global commodity and that recruiters’ toolkit should contain an arsenal of tools that work outside their backyard as well. Sullivan also called for attention to Turkey that produce highly educated populations and yield the ever-so-popular wage differential.
Turkey is a prominent country not only for global recruiters but also for recruiting researchers. For example, many recruiting application that takes place in ere.net, just start to be practiced later than U.S. but substantially adopted and operationalized at a considerable high pace. Subsequently, this fact enables us to investigate the findings yielded from U.S. within a country that has collectivist culture like Turkey. Consequently, it is possible to assert that an application that provides positive outcome in Turkey can be assessed to be universal and can be applied to outside of U.S.. Especially, challenges pertaining to human resource that multi-national firms face in Turkey may shed insight into human resource operations in similar settings.
Now, it is quite possible to assert that some researches which have been conducted in last four years substantiate Sullivan’s foresight. For example; “The Most Admired Firms in Turkey Project” (published in Businessweek Turkey, 2nd–8th May 2010) which had gathered data from approximately 15.000 university students in last two years has provided considerable results which indicate that the most influential communication channel in turns of affecting students’ choice of firm was found to be social networks. The second influential communication channel that affects students’ choice of firm was found to be news about the firm on media. Employees of the prospective employer were the third influential information source. These facts verifies Sullivan’s hypothesis which is suggesting that Turks take integrity seriously and have a work ethic that far outpaces many European nations, creating a situation that is perfect for referral programs. On the other hand, job boards were shown to be taking only the eighth place in terms of affecting students’ choices. Assessing all these findings together it is possible to state that students tend to obtain information primarily by the means of word of mouth and publicity that are ascribed as trustworthy. Contrarily, they utilize the job boards or advertisements for checking their works’ presence. In other words, they utilize them to obtain information about the reliability of pertaining firms’ vacant positions.
Besides, findings that was yielded from the questions that aimed to capture students’ identity profiles demonstrates Turkish people’s eagerness about learning in vein with Sullivan’s interpretations. Especially, findings show that while students mostly ascribe importance to self-development opportunities; wage and work-life balance issues is seen to be the least important factors by students.
No comments yet.
Leave a comment