In human resources management, not only resume, experience and competencies but also the employee’s character, compliance with the corporate culture and contribution to the balance within the team are among the critical determinants. As workforce dynamics change in the 21st century, companies are looking for not only “qualified” but also “compatible” employees. Especially the expectations of new generations and the sensitivity of the balance within the organization make recruitment decisions much more dimensional.
“Making Decisions by Looking at CVs is No Longer Enough”
Atunis HR and Management Consultancy General Manager Can Suntay emphasizes that traditional recruitment practices are not sufficient in the new world order and makes the following assessment:
“Work experience, educational background or technical competence are of course important. However, the main factor that determines whether a person will be a successful employee is how well they adapt to the organization. It is no longer enough to make a decision based on their CV. People should be evaluated not only on what they know, but also on how they work and what kind of team player they are. Character, attitude and adaptability have become as decisive as technical knowledge in the 21st century.”
Employees Who Do Not Comply With The Corporate Culture Reduce Productivity And Belonging
It is stated that employees who do not have the appropriate character structure can disrupt the balance within the team despite all their technical competence. The rate of leaving is higher in employees who cannot adapt to the corporate culture, and this increases the company's costs and workforce turnover. According to experts, it is very difficult for an employee who does not have the right character to stay in the company for a long time and contribute to team performance.
Not the Right Person for the Right Job, but the Right Character for the Right Institution
The new era’s recruitment approach is built not only on suitability for the technical position but also on organizational fit and cultural integrity. Factors such as candidates’ personal values, motivation sources, aptitude for teamwork and communication style now play a decisive role in recruitment decisions.
Can Suntay summarizes the new vision of recruitment processes by saying, “An employee should be placed not only in the position but also in the cultural environment of that position. Institutions are looking for teammates who not only do their job but also make sustainable contributions that are compatible with their values.”
Analysis, Not Intuition, Takes Precedence in Recruitment
The modern HR approach is no longer just about interviews and references, but is also progressing with more measurable, systematic and personality-based assessment models. Preferring evidence-based analyses rather than intuitive ones in recruitment processes both reduces costs and strengthens long-term employment.
Can Suntay emphasizes why new generation recruitment strategies are so important with his words, “Today’s companies need not only a good CV but also a good cultural ambassador. Therefore, the recruitment process is a matching process. Bringing the right character together with the right institution brings productivity, loyalty and success.”
