March 2012

In the past, the selection of employees was based on relations with relatives, friends and close associates. Later, objective data such as diploma information and demographic characteristics were used in recruitment. Interviewers, acting like human beings, started to conduct face-to-face interviews with candidates. Over time, however, it became clear that the subjective facts of the interviewing manager were more influential in the selection of candidates than the characteristics of the interviewed candidate. Strong organizations mean strong individuals. Today, it is seen that organizations that can match the right job with the right candidate have a significant advantage in achieving success. In order for the right job to meet the right candidate, the competencies required by the position must be determined in advance, and then the candidate’s compliance with these competencies must be measured.