HUMAN RESOURCES
GENERAL OVERVIEW / RECRUITMENT POLICY
The recruitment policy of TR Anadolu Metal Mining Corporation is determined with a priority given to development of the region. There is a process of recruitment in employing new personnel starting from the nearest villages. Having established the criteria for new personnel to be recruited, priority is given to our neighboring villages followed by other surrounding villages and if no suitable candidate is found then the applications of candidates from local town, city and country wide are assessed.
A first rule for an employee of TR Anadolu Metal Mining Corporation is to go through a detailed training, which cover the matters for Job Safety, Environment and Public Relations. Contents of training include all details an employee needs to know to be able to create safe working environment. Employees not receiving such induction are strictly not allowed to commence to work.
Those who have successfully complete training period are included into orientation program by HR to go to on the job training. New employees regardless of their background experience will not be allowed to work unattended until they learn mining rules and complete on the job training. Their works will be closely supervised by an experienced observer. During performing their duties, employees will be participating in trainings to increase their occupational competencies as required by their departments or take part in trainings for personal developments planned and organized by HR.
RECRUITMENT PROCESS
To meet the personnel needs listed to Human Resources Department, search is made on CV data bank for the applicants who are given priority in accordance with Recruitment Policy. If no suitable applicants is found, then job advertisements are placed on contracted internet web sites. Following assessment of applications, the applicants who are found to be suitable for the advertised jobs are invited for interviews, which are conducted by a panel of the officers from HR and relevant departments. HR evaluates applicant's behavioral competency and his adoptability to company's culture while technical department assesses applicant's technical ability.
In recruitment of blue-collar employees, applicants are tested in four stages, proven to be reliable. These tests covering matrix, mathematics, reading-understanding and Mechanical Judgment reflect applicants' cultural and skills levels and assist to measure their abilities in making correct decisions in a limited period of time. These tests will also help to employ conscious people about job safety thus to minimize possible accidents, if they are recruited.
At the end of interviewing process, the panel completes assessments on all candidates and HR makes a job offer to the candidate who has been selected for specific position then recruitment process continues to take place.
JOB APPLICATIONS
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