Perceptional perception perceptions of job applicers in staff supply and selection process

The aim of this study was to determine the discrimination status of individuals who applied to a company or institution in various sectors and received negative return on issues such as gender, political thought, age, education and reference, and to identify the types of discrimination frequently made in job applications. The universe of the research consists of individuals who did not apply for a job by hiring face-to-face interviews with any institution, organization, company or company. For this purpose, a total of 188 individuals with criteria for inclusion in the selected universe were selected. In this study, the processes of the quantitative research method were followed to collect and analyze the data in order to test the hypotheses previously determined. Accordingly, the survey method was used as a data collection tool. First, the criteria of the individuals to be included in the study were determined and the questionnaire questions were entered into the online environment. The first question of the participants was arranged as a selective question and it was determined that they applied to an institution / organization before and received negative answers. The questionnaire consists of 3 (three) sections. In the research, the demographic and business process distributions of the people who have applied to the firms / institutions / organizations / enterprises in various sectors before and who received a response were given in percentage and frequency. In the study, the normality distribution of the scores obtained from the Discrimination Perception Scale and its sub-dimensions, which were used as data collection instruments, were taken into consideration. Parametric tests (t-test for independent samples and one-way analysis of variance) were used in differentiation tests according to various variables, since the scores obtained from the Discrimination Perception Scale and its sub-dimensions showed normal distribution. As a result of the research, 95% confidence level was taken into consideration in the evaluation of the findings. As a result, in this study, which was conducted with the participation of individuals who had previously applied for a job and received a negative response, the participants were in uncertainty about discrimination due to political thought and lack of reference in the job applications; according to their perceptions of discrimination. Keywords: Human Resources Management, Personnel Selection and Recruitment, Discrimination, Direct Discrimination, Indirect Discrimination