IS THERE ANY DISCRIMINATION IN THE JOB ADVERTISEMENTS FOR HUMAN RESOURCES POSITIONS? THE CASE OF ÝSTANBUL

Abstract

Organizations must have the right human resources as a strategic element to achieve success. Therefore, to choose the most appropriate human resource and to hire at the correct position is one of the basic functions of human resource mangement. Organizations, that aim to reach a large number of qualified candidates to fullfill the necessary positions, benefits from job advertisements. Therefore, one of the essential elements of human resource recruitment and selection is job advertisements. In general the job advertisements contains information about the organization and the position, the necessary and preferred characteristics of the employee, working conditions and the information related wtih the application details (Bayraktaroðlu, 2015). In this case, the nature of the position and the organization can be decisive. This situation which can be named as discrimination can be expressed like “the adoption of managerial thought that aims to realize the differentation of certain human groups consciously” according to the dictionary (TDK, 2016). In this study all the job advertisements related with human resources positions, that are published for Ýstanbul with most of the workforce are discussed in the context of discrimination. In the context of the research, the 360 job advertisements published between 16th and 31st January 2016 at Kariyer.net that are related with all human resources positions are examined. According to results of the content analysis technique, as one of the qualitative methods, it has been identified that the job advertisements include statements related to different types of health, gender, graduation and appearance.