RECRUITMENT PROCESS

The potential employee always goes through a process of interviews with the HR department. The HR department makes a pre-election from all the applications to find the most appropriate candidate considering the corporate culture, company values of all the group of companies. The technique of “assessment center”, in which the competency based interviewing is also covered, is used throughout the recruitment process.

Below are the techniques that the HR department uses at the first interview:

• Capability based interview at which the employee is evaluated on the values that the company is looking for,
• An inquiry prepared to encode the behavior model,
• General capability test.

As the following step, the manager selects the most suitable candidate for the defined position by making one or multiple interviews with more job specific questions.

Here is a list of selection techniques that are used based on job related capabilities:

• Market research,
• Strategic presentation applications,
• Role play exercises,
• Job list on the agenda.

As a company policy every candidate is being informed on the result of the recruitment process whether it is positive or negative. The CV of a candidate, which is not appropriate for a certain position, will be kept in the CV bank of the company for the coming two years to be used at another position.

The internet site that our company works with regarding recruitment is Kariyer.net.

Criteria for Recruitment

The first criterion is to evaluate the candidate to see if he/she fulfills the capability requirements of the position she/he is applying for. The latest school graduated from, the period of working experience, period of experience necessary for that position and others will be evaluated one by one according to the requirements of the position. If a candidate is applying for a position in marketing, being an agricultural engineer is a pre-requisite. For other departments, a candidate is expected to be a graduate of engineering of a related field (industrial, machinery, nourishment etc). Holding a masters degree in the fields of business management and economy will be an asset for the candidate. As we go down the ladder in hierarchy order, educational requirements vary from industrial high schools to apprentice schools according to specifications of the position (production, logistics, etc.) as well.

Trainee Acceptance Programs

Every year we are preparing trainee programs for the students of engineering faculties and trade/industry high schools so that they will get to know Doktor Tarsa Group of Companies and various areas of work within. We are also getting to know the future & potential work force. The application period for university students is from April to June each year. For training colleges the period ends at the beginning of the education season.

Evaluation Criteria

Priority is given to students of engineering faculties who are at their first, second or third year. We invite the potential candidate for an interview. When we are directing the trainee to a certain department we seek for continuity and a long term relationship on both sides. If the trainee has the required qualifications we invite him/her to become a trainee. If not, we inform the candidate about his/her position.

We do not accept the applications of senior students as a trainee, but we regard it as job application.

For your job and training applications you can use the following links:

For job applications ik@drt.com.tr or www.kariyer.net

For applications as a trainee ik@drt.com.tr