ACME CAREER
RECRUITMENT
As Acme Holding, we continue to grow and develop every day. We meet the group's manpower needs as a result of fair and impartial evaluations, by providing equal opportunities to people who are in line with our Mission, Vision and Values and have the competencies required by the job. We invite you to experience a working experience that transforms your potential into high performance by providing continuity in an organization that is dynamic, aims for continuous development and believes in diversity.
1. The purpose of our stages in the recruitment process is to ensure the participation of our new employees, who are compatible with our core competencies of Openness to Development and Change, Speed, Ownership of Work and Flexibility determined in line with the group strategies, who have the knowledge and experience required by the job, and who we believe will contribute with their performance.
2. Competency-based interviews consist of questions developed in line with competencies specifically determined for the Acme Group. At this stage, competencies guide us so that we can observe the behavioral indicators we expect from candidates. Candidates who are positive after the competency-based interview participate in manager interviews in the next stage. These interviews are the stage where the manager observes the candidate's competencies and behaviors required for the job face to face, and technical details about the job are discussed more.
3. In our recruitment process, personality inventory tests are performed to measure the basic competencies of our candidates and their compatibility with the corporate culture, depending on the needs of the positions. The aim is to evaluate the candidates' motivation, strengths and development areas, and potential.
4. The last stage of our candidates who progress positively in all processes is the reference check. Reference checks are carried out by calling the persons to whom the candidate has referred with his/her knowledge and approval.
ADAPTATION PERIOD
The aim of the orientation process of our new employee to the group is to acquire the attitudes and knowledge required by the job, to acquire the necessary skills and to ensure their adaptation to the job as soon as possible. At the same time, our other goals are to ensure that they get used to the organization and socialize, and to introduce them to the corporate culture closely.
EMPLOYEE EXPERIENCE MANAGEMENT
We measure satisfaction by evaluating our employees' experiences within the group at certain periods. We aim to improve our processes by focusing on our development points in our long-term partnership.
DEVELOPMENT
In line with Acme Holding's goals and strategies, we design training and development programs to train, increase their knowledge and support our employees who are highly responsible, well-equipped and specialized in their fields. We support development with a planned, continuous and effective training process.
EVALUATION AND FEEDBACK
We carry out the measurement and evaluation process according to the requirements of the job, comparing our employees' success in their work with predetermined goals, responsibilities and objectives. We provide opportunities for improvement of their performance by providing regular feedback.
CAREER PLANNING
The Career Planning process helps develop our employees in line with the competencies we will need in the future, depending on Acme Holding's vision and strategies, and helps direct them to the right career paths within the group in line with the competencies they have. Promotion to another position or transfers between positions depend on the needs of the position to be transferred and the provision of transition conditions.
 |  |
|---|---|
 |  |
 |