Recruitment Methods and Their Impact on Employees' Career Success

Abstract

This study examined the relationship between recruitment methods (internal and external) and employees' job success at the Ministry of Justice. In terms of its purpose, the study is applied, while in terms of its methodology, it is descriptive-correlational. The study analyzed data collected from 132 Ministry of Justice employees. The researchers collected the data through a questionnaire and analyzed it using SPSS and statistical methods such as the Pearson correlation coefficient and regression analysis. The findings showed a positive and statistically significant relationship between recruitment and employees' job success. The results also indicated that both internal and external recruitment methods are associated with job success; however, the relationship was stronger for external recruitment than for internal recruitment. Among the various internal and external recruitment methods, direct application had the strongest effect on employees' job success, whereas some methods, such as colleague recommendations and internships, showed weaker effects. These findings indicate that selecting and applying appropriate recruitment methods can play an important role in attracting qualified individuals, improving employee performance, and enhancing job success. Therefore, greater attention to effective recruitment practices can improve the hiring process and enhance the effectiveness of human resource management at the Ministry of Justice.