Recruiting the right talent is a critical factor for business success—especially in a dynamic and rapidly evolving market like Turkey. While Turkey offers a large, youthful, and increasingly educated workforce, employers often face several challenges throughout the recruitment process. These challenges can impact time-to-hire, employee retention, and even the overall performance of teams.
In this article, we explore the top 7 recruitment challenges faced by employers in Turkey and offer practical solutions for overcoming them. Whether you are a local SME, a multinational enterprise, or a startup entering the Turkish market, understanding these issues is key to building a successful hiring strategy.
1. Skill Gaps and Talent Shortages in Key Sectors
The Challenge:
Despite a growing number of university graduates in Turkey, many employers struggle to find candidates with the specific skills needed for modern business operations. This is especially evident in sectors such as:
- Information Technology (IT)
- Data analytics and AI
- Engineering and advanced manufacturing
- Healthcare
- Logistics and supply chain management
A mismatch between academic qualifications and practical skills often leads to prolonged hiring cycles and unmet job requirements.
Solution:
To address this issue:
- Partner with universities and vocational schools for internships and training pipelines.
- Offer on-the-job training or reskilling programs.
- Use remote hiring to access talent beyond your local region.
2. Bureaucratic and Legal Complexities
The Challenge:
Hiring in Turkey involves a significant amount of administrative work and legal compliance. Employers must deal with:
- Mandatory social security registration (SGK)
- Employment contracts and probation periods
- Strict labor laws regarding working hours, notice periods, and severance
- Income tax and social contribution obligations
Mistakes in legal procedures can lead to fines, audits, or employee disputes.
Solution:
- Work with local HR consultants, payroll providers, or an Employer of Record (EOR) service.
- Ensure all employment contracts comply with Turkish labor law.
- Automate payroll and compliance tracking using reliable software.
3. High Competition for Top Talent
The Challenge:
The most qualified professionals—especially in tech, finance, and management—are heavily courted by both local and international companies. This has led to:
- Increased salary expectations
- Faster offer acceptance deadlines
- Higher turnover rates, especially among Gen Z employees
Startups and SMEs often find it difficult to compete with large corporations on compensation and brand recognition.
Solution:
- Highlight your unique employee value proposition (EVP): career growth, flexible work, innovation, etc.
- Offer non-monetary benefits: remote work, health insurance, meal cards, language courses.
- Build a strong employer brand through platforms like LinkedIn and local career fairs.
4. Language and Communication Barriers
The Challenge:
While many Turkish professionals speak English, language proficiency still varies significantly, particularly outside of Istanbul and Ankara. This can create misunderstandings during interviews or onboarding processes—especially when foreign managers are involved.
In addition, cultural differences in communication style (e.g., indirectness, formality) can make it difficult to assess candidate intent or motivation.
Solution:
- Ensure job ads clearly state language requirements.
- Use bilingual HR staff or interpreters during interviews.
- Offer language training for both employees and foreign managers.
- Be culturally sensitive in communication, feedback, and performance management.
5. Lengthy Hiring Processes
The Challenge:
Many companies in Turkey still rely on traditional recruitment practices, including multiple rounds of interviews, paperwork-heavy onboarding, and long approval chains. This can result in:
- Qualified candidates dropping out mid-process
- Delays in filling critical roles
- Poor candidate experience and brand perception
In competitive sectors, speed is a decisive advantage.
Solution:
- Streamline your hiring workflow using Applicant Tracking Systems (ATS).
- Empower HR teams with decision-making autonomy.
- Predefine evaluation criteria to reduce the number of interview rounds.
- Keep candidates engaged with timely updates and clear timelines.
6. Retention and Turnover Issues
The Challenge:
Attracting talent is only half the battle. Retaining them in a market where job-hopping is becoming more common, especially among younger professionals, is equally difficult. Contributing factors include:
- Lack of clear career progression
- Limited learning and development opportunities
- Ineffective onboarding experiences
- Economic uncertainty or better offers elsewhere
This can lead to high recruitment costs and low employee morale.
Solution:
- Create a structured onboarding and mentoring program.
- Invest in employee development, certifications, and career planning.
- Conduct regular feedback and engagement surveys.
- Recognize and reward contributions transparently.
7. Lack of Employer Branding and Online Visibility
The Challenge:
Many companies in Turkey—especially SMEs and family-owned businesses—do not actively promote their workplace culture or values. In the digital age, candidates research potential employers online before applying. Lack of visibility can reduce application volumes and trust.
Solution:
- Build a strong online presence on LinkedIn, Instagram, and local job portals.
- Share employee testimonials, office life, team activities, and community involvement.
- Participate in career fairs and university collaborations.
- Respond to reviews on sites like Glassdoor or Kariyer.net to show transparency.
Bonus Tip: Adapting to Remote Work and Hybrid Models
While remote and hybrid work has gained traction globally, many Turkish businesses still prefer in-person work models, especially in traditional sectors. However, younger candidates increasingly expect flexibility. Employers who fail to adapt may struggle to attract top talent.
Solution:
- Offer hybrid models where possible.
- Provide tools and processes to support remote productivity.
- Communicate remote work policies clearly in job ads.
Recruitment in Turkey presents both opportunities and challenges. Employers must navigate a complex labor market, adapt to changing candidate expectations, and remain compliant with local laws. By understanding and addressing these 7 key challenges, companies can significantly improve their hiring success and build sustainable, engaged teams.
Whether you’re a foreign company entering the Turkish market or a growing local business, a proactive and culturally aware recruitment strategy is your best asset. Be in touch with us for more information.
