Convergence and Divergence of The Recruitment and Selection Process: A Comparison Between Turkey and USA

Abstract

This study is based on the "divergence-convergence" theory which is the one of the main areas of comparative human resources (HR) management. The convergence approach takes into consideration Anglo-American HR practices model with the presumption that those practices can be used universally. Whereas divergence approach avers that HR practices are affected by cultural differences, so the countries HR practices will not be the same. The aim of this study is to determine the convergence/divergence of the methods used in recruitment and selection of managers and professionals in Turkish and American companies. Accordingly, data from 663 company practices have been examined using the CRANET (The Cranfield Network on International Human Resource Management) survey. In order to determine the methods' divergence Chi-square analyses have been used. According to analysis outcomes in both countries the decisions regarding the primary recruitment and selection policies are with the "HR department in consultation with managers". The results shows that there are differences between employee groups with reference to recruitment and selection practices in these companies.