How much do social security contributions add to Tunisia's employment costs?

In Tunisia, social security contributions significantly add to the total employment cost. The combined social security contribution rate for both employer and employee is approximately 26.75% of the gross salary. Additionally, employers may pay extra contributions for occupational accident insurance, typically around 0.5% but varying by sector and risk level, which further increases the employer’s cost.

How does the 17.07% employer social security rate affect hiring costs in Tunisia?

The 17.07% employer social security contribution rate in Tunisia significantly impacts hiring costs by increasing the employer’s total payroll expenses beyond the gross salary paid to the employee. This contribution is mandatory and calculated on the employee’s gross salary, including allowances and bonuses.

How does the increase to 17.07% in 2025 impact companies' payroll budgeting in Tunisia?

The increase of the employer social security contribution rate from 16.57% to 17.07% in 2025 raises the direct labor cost for companies in Tunisia by an additional 0.5% of the employee’s gross salary. This seemingly small percentage increase has several implications for payroll budgeting.

How to Do Reference Checks During Recruitment (A Guide for Hiring in Türkiye)

Reference checks are a critical yet often overlooked step in the hiring process. When recruiting, it’s easy to rely on interviews, cover letters and CVs — but none of those tell you the whole story.

Reference checks give you third-party insights into a candidate’s past performance, work habits, character, and interpersonal skills. This helps you verify whether what they told you is true and whether they will fit your team and company culture.

As a leading recruitment agency in Türkiye, FMC Group specializes in thorough, compliant reference checks to ensure clients secure high-performing talent without the risk.

When to Do Reference Checks

Timing is everything. To protect candidate privacy and respect your own time, follow these guidelines:

After interviews, once you have a “top candidate.” Reference checks should typically be performed only for the finalist(s) — not all applicants. This protects candidate privacy and prevents alert fatigue for referees.
Before extending an offer. This ensures that you confirm employment history, skills and behaviour before making any contractual commitment.
With strict candidate consent. In Türkiye, KVKK (Data Protection Law) regulations are strict. You must obtain the

How to Conduct Effective Reference Checks — Step by Step

Request References Properly

Ask the candidate for 2–4 professional references.

Who to ask for: Former supervisors are ideal. If not possible, customers, peers, or direct reports are acceptable, but managerial references carry the most weight.
Who to avoid: Clarify that family members, friends, or personal acquaintances are not acceptable.
Details needed: Get clear contact details (phone, company, position, dates worked).

Prepare a Structured Questionnaire

Use a standard set of open-ended questions to ensure fairness and consistency across references. Core questions should cover:

Candidate’s former role, responsibilities, and dates of employment

Major achievements and key strengths
Weaknesses or areas needing improvement
Work habits: Reliability, punctuality, ability to meet deadlines, teamwork, communication
Interpersonal skills: Relationships with supervisors, peers, and subordinates
Skills related to job: Sales, engineering, finance, leadership, etc.
Reason for leaving
Eligibility for re-hire / would you hire them again?

Reach Out Professionally & Respectfully

Contact referees by phone or email, depending on what is appropriate. Phone often delivers richer information, especially tone and nuance.
Introduce yourself and your role (e.g. “Recruitment Manager at FMC Group”).
Briefly present the job description for which the candidate is being considered, so the referee has context.
Assure confidentiality: Let them know that their feedback will be handled discreetly and used only for the hiring decision. Maintain the confidentiality of your client’s name for the benefit of both your client and your candidate, as they may prefer it.
Reference contacts can be quite busy individuals. These calls should not exceed 15 minutes.

Listen Carefully — Watch for Red Flags

Be attentive not only to what is said, but also to hesitation, vague answers, or refusal to give details. These can be red flags.
If you receive negative feedback, consider following up with a second reference to verify if it is a pattern or an isolated personality clash.

Document Everything — And Store Securely

Take detailed notes: Name, position, company, date of call, key takeaways.
Record facts, not opinions: keep the feedback objective and job-related. Avoid sensitive or discriminatory topics (e.g. age, religion, family status).
Store information securely and make sure it’s accessible only to authorized HR personnel. Record responses legally, complying with Türkiye’s KVKK data protection laws.

Common Pitfalls — And How FMC Group Avoids Them

Pitfall	What To Do Instead
Asking personal or discriminatory questions	Stick to job-related, lawful performance questions only
Violating KVKK (No consent)	Always get clear, written permission before reaching out
Poor documentation	Maintain a consistent record for legal protection and future review
Ignoring red flags, non-verbal cues, inconsistent answers or your gut feelings	Investigate hesitation or “neutral” answers with follow-up questions or seek extra references

At FMC Group — as a professional recruitment agency in Türkiye — we build our reputation on integrity, transparency, and reliability. By avoiding these pitfalls and following best-practice procedures, we can confidently present candidates that meet our clients’ expectations in terms of skills and character.

Quick Reference-Check Checklist

Obtain written candidate consent (KVKK compliant).
Ask for 2–4 professional references (preferably former supervisors).
Prepare standard, role-relevant open-ended questions.
Contact references — ideally by phone — with a professional introduction and job context.
Ask the same core questions to each reference for consistency.
Listen carefully for honest, detailed feedback (and watch for red flags).
Document date, reference identity, answers and key observations.
Store records securely; use them only for hiring decision.

Conclusion: Making Reference Checks Work for You

When conducted thoughtfully and systematically, reference checks provide invaluable insights that help you make confident, informed hiring decisions. In Türkiye’s evolving business environment, where competition for top talent intensifies daily, the companies that excel at hiring are those that take every step of the recruitment process seriously.

By partnering with an experienced recruitment agency in Türkiye like FMC Group, you transform reference checks from a routine task into a strategic advantage, ensuring every hire is a long-term fit.

FAQs: Reference Checks During Recruitment

What questions to ask in reference checks? Focus on performance, reliability, and fit.
How long do reference checks take? 1-2 days (depending on the availability of references) with FMC Group’s streamlined process.
Why choose a recruitment agency in Türkiye like FMC Group? For compliant, fast, and accurate talent matching.