Foreign companies can face various challenges when recruiting in Turkey, but whether it is necessary to go through a recruitment agency depends on several factors.
Here are some reasons why foreign companies may encounter difficulties in recruiting in Turkey:
Understanding and navigating cultural differences can be a challenge. Turkey has a unique business culture, and knowing how to approach candidates, conduct interviews, and negotiate job offers in a culturally sensitive manner is important.
While English is widely used in business settings, not all candidates may be proficient in English. Communicating effectively during the recruitment process can be challenging if language barriers exist.
Turkey has specific labor laws and regulations that foreign companies must comply with when hiring employees. Navigating the legal and administrative aspects of recruitment, such as work permits and tax requirements, can be complex.
Turkey has a competitive job market, especially in major cities like Istanbul and Ankara. Attracting and retaining top talent can be challenging due to the high demand for skilled professionals.
Identifying candidates with the right skill sets and local market knowledge can be difficult, especially if the company is new to the Turkish market.
Managing the end-to-end recruitment process, including advertising job openings, screening candidates, conducting interviews, and handling administrative tasks, can be time-consuming and resource-intensive.
Regarding the need for a recruitment agency, it depends on the specific circumstances and resources of the foreign company. Here are some considerations:
In-House Recruitment: Some foreign companies with established HR departments and local expertise may choose to handle recruitment in-house. This approach allows for greater control over the process and can be cost-effective if the company has the necessary resources.
Recruitment Agency: Recruitment agencies in Turkey can provide valuable support by leveraging their local networks, knowledge of the market, and expertise in navigating legal and administrative complexities. They can help identify and screen candidates, ensuring a smoother recruitment process.
Hybrid Approach: Some companies opt for a hybrid approach, where they handle certain aspects of recruitment internally while partnering with a recruitment agency for specific needs, such as sourcing hard-to-find talent or managing legal compliance.
Ultimately, the decision to use a recruitment agency or handle recruitment in-house depends on factors like the company’s size, experience in the Turkish market, available resources, and the complexity of the roles to be filled. A recruitment agency can be a valuable resource for foreign companies looking to streamline the process and access a broader pool of candidates, but it’s not always a strict necessity.
If your company lacks a legal presence in Turkey, our solution is to hire your candidate through our payroll system. We will handle the necessary adjustments to the employment contract and cover their local tax obligations. This Employer of Record (EOR) service eliminates the need for you to establish a subsidiary. Our Umbrella Company and Payroll services are designed to streamline your entry into the Turkish market. For further details, please do not hesitate to reach out to us for more information.”
