Global mobility has transformed the way businesses think about recruitment. For Turkey, this evolution takes on a unique dimension: the Turkish diaspora. With millions of highly skilled professionals living in Europe, North America, and beyond, Turkish small and medium-sized enterprises (SMEs) increasingly view the diaspora as a valuable talent pool. The challenge? Designing cross-cultural hiring strategies that bridge geography, culture, and business needs.
This article explores the dynamics of Turkish diaspora recruitment, why SMEs turn to this talent group, and how cross-cultural hiring can strengthen Turkey’s economy.
The Turkish Diaspora: A Global Talent Reservoir
Turkey’s diaspora is estimated at over 6 million people, concentrated mainly in Germany, France, the Netherlands, the UK, and the US. Many among them are second- or third-generation professionals who have benefited from advanced education and work experience abroad.
These individuals often bring:
- Multilingual skills (Turkish, English, German, French, Dutch, Arabic).
- Cross-cultural understanding, essential for international trade.
- Technical expertise, especially in IT, engineering, healthcare, and finance.
- Global networks that connect Turkey with foreign markets.
For Turkish SMEs—often ambitious but resource-constrained—this talent represents a bridge to internationalization.
Why SMEs in Turkey Look to the Diaspora
Large corporations in Turkey have long had the means to attract international and expatriate talent. SMEs, however, are discovering new ways to compete by targeting the diaspora community.
1. Bridging Skill Gaps
Many SMEs struggle to find specific skills locally, particularly in IT, advanced engineering, digital marketing, and biotech. Diaspora talent often fills these gaps, having trained in global centers of excellence.
2. International Market Expansion
Diaspora professionals can help Turkish SMEs enter new markets. A Turkish-German marketing consultant, for instance, not only understands Turkish culture but also the business environment in Germany, opening new growth opportunities.
3. Cultural Familiarity
Unlike hiring foreign nationals, diaspora professionals often maintain strong cultural ties to Turkey. This cultural duality makes integration smoother while still bringing international perspectives.
4. Employer Branding and Trust
Recruiting diaspora professionals signals that an SME values international experience. This strengthens the employer brand and helps attract both local and global talent.
The Challenges of Cross-Cultural Recruitment
While the potential is enormous, Turkish diaspora recruitment comes with unique challenges.
- Identity and Belonging
Second- or third-generation Turks abroad may feel culturally distant. SMEs must understand that “coming home” is not always straightforward. - Salary Expectations
Compensation in Europe or North America is often higher than in Turkey. SMEs must find ways to balance expectations, sometimes through flexible benefits, stock options, or remote work. - Legal and Administrative Barriers
Hiring diaspora professionals may involve dual citizenship issues, work permits (for non-citizens), or complex tax considerations. - Cultural Adaptation
Workplace culture in Turkey differs from that in Germany, the UK, or the US. SMEs must provide cultural onboarding to avoid misunderstandings.
Strategies SMEs Use to Attract Diaspora Talent
Successful recruitment of diaspora professionals requires tailored approaches. Here are some strategies Turkish SMEs use:
1. Remote-First Hiring
Instead of requiring relocation, SMEs offer remote roles. This allows diaspora professionals to contribute without leaving their current country. It also helps SMEs access top talent at lower costs compared to full relocation packages.
2. Diaspora Career Events
Associations of Turks abroad frequently organize networking and career fairs. SMEs participate to showcase opportunities in Turkey and highlight their openness to international experience.
3. Cross-Cultural Employer Branding
SMEs highlight their hybrid culture: Turkish roots combined with global ambitions. Communicating inclusivity and flexibility is key to attracting diaspora professionals.
4. Attractive Relocation Packages
For those willing to return, SMEs may offer relocation assistance (housing support, family integration programs, bilingual school support for children).
5. Alumni and Network Leverage
Many diaspora professionals studied in Turkey before moving abroad. SMEs leverage alumni networks and personal referrals to re-establish connections.
Example: A Turkish IT Startup Recruiting in Germany
Consider a mid-sized IT company in Ankara looking to expand into the German market. Lacking local expertise, the SME recruits a Turkish-German project manager based in Berlin.
- Hiring model: Remote, with occasional travel to Ankara.
- Value for SME: Access to German clients, cultural bridge, credibility in the EU market.
- Value for the professional: A role aligned with cultural identity while maintaining life in Germany.
This model represents the evolving nature of Turkish diaspora recruitment, where physical relocation is no longer mandatory.
The Role of Technology in Cross-Cultural Hiring
Digital platforms make diaspora recruitment easier than ever:
- LinkedIn Talent Solutions allow SMEs to target Turkish professionals living abroad.
- Job boards for diaspora communities (e.g., Turkish networks in Germany) create niche hiring opportunities.
- AI-driven assessments help overcome distance by evaluating skills and language proficiency remotely.
- Virtual onboarding tools allow smooth integration without physical relocation.
Benefits Beyond Recruitment
Attracting diaspora professionals is not just about filling roles—it strengthens Turkey’s broader economic ecosystem.
- Knowledge Transfer: Diaspora professionals bring international best practices that uplift local teams.
- Global Networks: SMEs gain access to new clients, suppliers, and partnerships.
- Innovation Boost: Exposure to diverse perspectives drives innovation within SMEs.
- Positive Image: Encouraging diaspora involvement enhances Turkey’s reputation as a global career destination.
Policy Support and Future Perspectives
For diaspora recruitment to thrive, supportive policies are essential:
- Tax incentives for returning diaspora professionals.
- Visa simplification for dual citizens and non-citizen diaspora Turks.
- Government-supported diaspora job platforms.
- Partnerships between chambers of commerce in Turkey and diaspora-heavy countries.
If SMEs and policymakers align, the Turkish diaspora recruitment model could become a cornerstone of Turkey’s international competitiveness.
The Turkish diaspora represents not just a community abroad but a vital talent pool for the country’s economic future. SMEs, often constrained by resources, stand to benefit the most from this global reservoir of skills.
By adopting cross-cultural recruitment strategies—remote-first hiring, diaspora networking, flexible compensation—Turkish SMEs can attract professionals who bring both international expertise and cultural affinity.
In the long run, Turkish diaspora recruitment is more than an HR strategy; it’s a bridge between Turkey and the world, creating a cycle of shared growth and innovation.
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