When seeking employees with specific expertise, considering foreign labour can be a favourable option. As an employer venturing into the hiring process in Turkey, you are tackling a transformative journey that will shape the destiny of your organization and establish invaluable relationships with a talented and dynamic workforce.
While the recruitment task may initially appear overwhelming, this comprehensive guide is meticulously crafted to serve as your indispensable companion, delivering invaluable knowledge about the complexities involved in hiring within Turkey.
Application
Before starting the employment process, you must create a job description and make it available to the public. When creating a job description in line with the employment process in Turkey, there are some points you should consider:
The job description should provide candidates with a clear and comprehensive understanding of the offered position. The information included in the employment advertisement must be in accordance with the laws and should not involve any discriminatory practices. It is essential for the job advertisement to be attractive enough to capture the interest of potential candidates who possess the required qualifications. Ensuring that the advertisement is published on suitable platforms where potential candidates can access it effectively is crucial.
Having a job description and employment advertisement that comply with Turkish labor laws demonstrates that the employer is conducting a fair and transparent hiring process, and it helps prevent potential legal issues in the future.
Interviews and Assessments
In accordance with Turkey’s labor laws, employers are allowed to conduct interviews and assessments for recruiting candidates in a fair and transparent manner. To ensure a comprehensive evaluation, employers are encouraged to follow these guidelines:
- Skill-Based Assessments: Employers are permitted to use skill-based assessments such as situational judgment, behavioural tests, and problem-solving tasks. However, it is essential to advertise and inform candidates about these assessments before the recruitment process begins.
- Interview Process: Employers may hold up to two rounds of interviews to identify the most suitable candidates. During these interviews, employers must avoid any questions that may be discriminatory based on factors like age, gender, religion, ethnicity, etc.
- Anti-Discrimination Policy: Turkey strictly enforces an anti-discrimination policy, which prohibits employers from discriminating against candidates based on various factors. Violation of this policy may lead to potential legal consequences.
- Online Interviews: Post the COVID pandemic, online Zoom interviews have gained popularity and are an accepted method of conducting interviews. Employers can utilize online platforms to conduct interviews, providing flexibility and accessibility for both parties.
By adhering to these guidelines, employers can conduct interviews and assessments in a manner that upholds the principles of fairness, equal treatment, and compliance with Turkey’s labor laws.
Background checks
In Turkey, employers are granted the authority to conduct background checks as per the provisions outlined in Turkish Labor laws. The significance of these checks lies in their ability to ensure the accuracy of a candidate’s personal information, safeguarding the interests of the company, and promoting the well-being of its employees.
- The primary reason for performing background checks is to mitigate potential risks associated with hiring unsuitable candidates. Making ill-informed choices can have severe repercussions for both the organization and its workforce. By performing thorough background screenings, employers have the ability to detect any warning signs, such as prior criminal behavior or medical issues, that could potentially impede the applicant’s qualifications for the position.
- It is crucial for employers to adhere strictly to legal requirements while performing background checks. Sensitivity should be exercised when accessing and utilizing personal information. To maintain ethical standards and respect the privacy of the candidates, explicit permission must be obtained before delving into sensitive aspects of their background.
Abiding by the labor laws concerning background checks is imperative for employers in Turkey. Through this approach, organizations can ensure informed and ethical decision-making when selecting candidates for employment.
Selection and Contract Agreement
In Turkey, the immediate provision of a written contract to newly hired employees is not legally obligatory. However, it is imperative to furnish them with a documented agreement within sixty days from their commencement. This written document should comprehensively cover significant details such as remuneration, working hours, monthly pay dates in Turkey, specific job conditions, and all relevant information regarding potential termination procedures.
Although an initial written contract may not be mandatory during the hiring process itself, it is vital to effectively convey these crucial terms promptly through a documented agreement. By doing so, you can establish an atmosphere of transparency and ensure compliance with Turkish labor laws while fostering an open and mutually advantageous professional relationship. Therefore, always strive for fairness and clarity in order to cultivate a constructive and enduring bond with your employees.
