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of a verbal and written exam in the personnel recruitment is essential.
Considering the feature of the open position and the limitation of job vacancy,
either verbal or written exam might not be held. The candidates are supposed to
take verbal or written exams, interviews and other assessment methods depending
on the major duties and responsibilities of the job opening.
Candidates are generally supposed to
take the exams listed below. Only the successful candidates are invited for an
interview. The exams of those who violate the rules are not valid.
Language Exam: Candidates are supposed to take a verbal
and written English language exam for the departments that require knowledge of
a foreign language. The company may hold a vocational foreign language exam for
the departments and positions that knowledge of a foreign language is
Knowledge Exam: Candidates are supposed to take a verbal
and/or written exam for the positions that require a specific vocational
The assessment of the required
competencies and qualifications of the candidate for the applied position will
be done in an interview. It is essential to include experienced members on
Interview Techniques in the interviews.
Assessment Methods:In order to assess the
behavioral competencies of the candidates, which did not take an exam or showed
success in the exams, it is essential to use other assessment methods if
considered necessary. The necessary qualifications and competencies of the
candidates are assessed through these methods.
Contract: The candidates are required to sign a
training contract covering the training period when the applied position
necessitates Initial Basic Training. Those who are proven successful in the
trainings are hired. Those who are not successful in the training are given a
second chance to take an exam. If the candidate fails, the training contract is
terminated automatically without any notice. The departments requiring
compulsory Initial Basic Training are identified by the Corporate Board.
and Job Statement: Recruitment documents are requested from
the final candidates with an invitation to work. Candidates from the waiting
list will be invited instead of the ones who failed to submit the documents
before the deadline or declined the employment proposal.
Orientation programme aims to inform the
newly recruited personnel about the company operations and the operation mode
as well as to expedite the adaptation process and prevent the possible cost and
errors of the waste of time during this process. Orientation is held during the
training and trial period.