Yazarlar
Yayınlar
- Kitap BölümüYalnız künye2022Discrimination in the Employment Process
Yurttas, Süleyman
Discrimination is a phenomenon that feeds on attitudes, prejudices and stereotypes, embodies itself with behaviors, and spreads to the whole of daily life. When business life and the recruitment process in particular are considered as a part of daily life, it can be said that it is “normal” to see discrimination practices here as well. Even in a very simple news search on the Internet, it is possible to see the problems experienced by individuals who are discriminated against in the recruitment process due to their age, religious belief, gender, sexual orientation, hometown or even pregnancy. This phenomenon, which is inevitably encountered in Turkey, also manifests itself in institutionalized companies. 900 thousand people are employed in the organized food retail market throughout Turkey. Employment is increasing by around 20 thousand every year (www.dunya.com). Chain stores such as A101, BIM and Sok operating in Turkey provide considerable employment in the organized food retail market. These companies, which increase their employment with their market shares, carry out their recruitment processes through regional managers. This shows that the discrimination practices that appear in recruitment have individual sources and that the attitudes, prejudices and stereotypes of the responsible person are effective. The aforementioned chain stores, which have great power in the Turkish market, increase the number employed day by day, and this situation also causes the discrimination potential to grow in the recruitment processes. Examining the recruitment processes carried out in these chain stores and revealing the discrimination practices will be beneficial in terms of both identifying the existing problems and taking the necessary measures to prevent discrimination. The aim of this study is to reveal the discrimination practices seen in the recruitment processes in chain stores. In the research, semi-structured interviews were conducted with the regional managers who are responsible for recruitment in the relevant chain store markets. In addition, the relevant literature has been included in order to reveal the relationship between recruitment processes and discrimination, and information about the recruitment processes of chain stores has been shared.
- Kitap BölümüYalnız künye2022Foreign Language Apprehension and Interview Success
Dolgunsöz, Emrah
A job interview (or employment interview) is a common hiring method involving a conversation between a job applicant (interviewee) and a representative of an employer (interviewer) which is conducted to assess and evaluate the suitability of the applicant for the job (Dipboye, Macan and Shahani-Denning 2012). Depending on the company profile, the type of position and the job requirements, applicants are assessed and evaluated by companies in various dimensions ranging from presentability to academic efficiency. Although the criteria of companies vary a lot, all interviews engender a phenomenon called interview anxiety. It is generally the sum of annoying and unpleasant feelings before or during a job interview (McCarthy and Goffin 2004) due to reasons such as lack of control during interviews (Jones and Pinkney 1989) or being evaluated by a stranger in an interactional environment (Ayres et al. 1998). Common symptoms of interview anxiety manifest in long and frequent pauses while talking, slow speech or licking lips (Feiler and Powell 2016). Besides the regular procedures of employment interviews, global companies operating in non-English-speaking countries also assess the English language competency of the applicants during interviews. These companies value proficiency in English and it is a vital prerequisite of international communication for these types of companies. Foreign language (mostly English) assessment commonly focuses on the oral skills of the applicants and how good they are at communicating in the English language. The inclusion of this evaluation in job interviews certainly has merit; however, it also has the potential to increase the anxiety experienced during interviews due to the phenomenon called foreign language anxiety (FLA). Anxiety, in general, is defined as a common subjective feeling of unease, discomfort, and worry often accompanied by some physiological symptoms. FLA refers to the specific type of anxiety that emerges in a foreign language context (MacIntyre 1999). FLA causes low foreign language performance causing anxious individuals to commit various linguistic and phonological errors. Considering that employment interviews are already anxiety-provoking processes, this study hypothesizes that the inclusion of foreign language assessment during interviews elevates anxiety due to FLA, and aims to examine how this experience affects employment interview success.
