To inform you about the business opportunities in Turkey's leading company and help you achieve your career you've targeted satisfaction source for us .
Our current listings page we publish and follow our social media accounts, you can create your resume on our page and you can easily apply to the ads you are interested in.
Bringing institutions together with qualified individuals, Yordam selects candidates with the desired profile among thousands of applications in the constantly updated CV bank.
The provision of qualified personnel to the institutions is carried out by candidate pools that have been pre-evaluated by considering the sector in which the institution is located, customer profile, product range and employee profile.
Our large pre-evaluated CV bank and the placement work done via executive search when necessary, minimizes the invisible time and cost losses of the companies.
The recruitment module includes the right human resources in the system with correct positioning.
Directing the resource duly, training them and improving their performance requires a much faster cycle and continuity and consistency; it is what career and performance management and training planning modules do.
In our recruitment processes, we use the competency-based interview technique with higher predictive power than traditional interviews, and we ask the candidate questions that can demonstrate the competency to be measured instead of general questions, and we question the candidate's competencies to do the relevant job, not just any job.
Competency & Personality Inventories
if deemed necessary and/or requested by our customers, evaluation can be made with psychometric tools in our recruitment processes and training activities.
Assessment & Development Center
The Concept of Competency
Competence is an observable behavior that includes distinctive knowledge, skills and attitudes in achieving superior performance.
By evaluating the competencies, it is ensured that the strengths and aspects of the person that are open to development are realized.
According to the "Iceberg Model" in which Spencer & Spencer describe their "Competence" Approach, the knowledge and skills that are the tip of the iceberg are observable and can be easily improved with training. The features at the bottom of the iceberg are defined as more-difficult-to-develop competencies that are shaped deeper, that is, at the center of the personality.
Competencies are used to describe the behaviors that organizations expect from their employees. It shows the behaviors that employees should exhibit in order for institutions to perform better. The competencies that employees should have in order to achieve the determined vision and goals are given below.
1. Basic Competencies: Common and standard competencies that all employees should have, and their difficulty is leveled according to the position.
2. Functional Competencies: ŞThese are the competencies required to do the job, determined on the basis of business families and function / unit in the organization in order to realize the goals and strategies of the company. It is divided into 2 as behavioral and technical competencies.
3. Managerial Competencies:
These are the managerial competencies that should be in the management team of the company (mid- and top level managers).
Measurements are made with various tools to see whether the competencies are exhibited by individuals and at what level the exhibited competency is. The strengths and weaknesses of the individual are determined according to this measurement result. One of the methods used in evaluating competence is "Competency Based Interview Techniques".
Competence-based interviews with higher predictive power than traditional interviews should be preferred in recruitment processes.
In our recruitment processes, we use a competency-based interview technique with higher predictive power than traditional interviews, asking the candidate questions that can demonstrate the competence to be measured instead of general questions, and question the candidate's competencies to do the relevant job, not just any job. Because its predictive power is higher than traditional interviews.
For further information and quotation about competency-based interview training, you can call us or send an e-mail to firstname.lastname@example.org.
Yetkinlik bazlı mülakat eğitimlerine yönelik detaylı bilgi ve teklif almak için bizi arayabilir veya email@example.com adresine mail gönderebilirsiniz.
Competency and Personality Inventory
They are psychometric tools used to measure individual’s potention and whether they are suitable for their position. Competence is measured with the answers given to the statements in the inventory.
In spite of the misleading share of the people filling the inventory, there are various control indicators in the inventories. While personality inventories evaluate the personality traits that do not change in the long term, the competency inventories focus on the potential knowledge, skills and behaviors of the person that can be improved with training in the medium and long term.
If deemed necessary and/or requested by our customers, evaluation can be made with psychometric tools in our recruitment processes and training activities.
Assessment & Development Center
It is an assessment tool that enables a comprehensive and objective assessment by using multiple and different assessment techniques in order to determine the current and potential competencies of the person.
It is used to increase the predictive power of the candidate especially at the managerial level or in critical positions and is a competency-based assessment tool based on evidence. When used in recruitment and promotion processes, companies want to choose the channel that will deliver their products to the market in the most effective and efficient way.