Recruitment

In our recruitment processes, we use our self-designed compliance module. Thanks to the module we have designed, the processed data are matched without the need for an application when a position suitable for the person's ability is opened.

In our module, job suitability percentage is calculated based on the past experience and characteristics of the candidate. The candidate's past work experience, working hours, number of documents to be used while coming to the workplace, continuing education or course plans and health information play an active role in the eligibility percentage. With this percentage, the candidate's eligibility for transition to the second stage has been automated and time savings have been achieved.

We provide time and space flexibility to candidates by sending keyboard and video interview tests to candidates, and we save time for both candidates and recruiters. Here, it is tested whether our candidate can adapt to the position in terms of technology.

Finally, by calling our candidates for a one-on-one interview, the competency of the candidate is measured with the "role play" application. With this method, which we use to measure the candidate's reaction to a chain problem, the candidate's competence is measured. The final decision is made for employment and recruitment.