→ Recruiting qualified employees who are equipped with both the knowledge and the ability required by their duties.
→ Pursuing an interactive management policy which accommodates several perspectives and knowledge.
→ Reinforcing continuous learning and devolopment while prioritizing both personal and professional improvement of its employees.
→ Evaluating employee performances objectively while encouraging and rewarding high performance.
→ Materializing innovative human resources pratices with a view to always offering the best to its employees.
RECRUITMENT PROCESS
It is Interlab's policy to consider its current employees for new positions. In the event available positions are to be filled through external sources, online career portals and direct applications are considered.After the applications are reviewed by our Human Resources department, the applicants whose qualifications are deemed suitable will be invited for interviews. During these interviews which are conducted by relevant department managers, human resources specialists and the senior management where deemed necessary, the applicant's conformity with respect to the avaliable position will be evaculated. Following the interviews, all applicants will either receive a job offer or be informed of the interview's outcome.
With a view to harmonising with the corporate culture, new employees go through an orientation programme of the relevant position.
PERFORMANCE MANAGEMENT
For the purpose of constant development of our company and employees, the performances are evaluated in line with certain criteria. In line with the company targets, the employee targets are determined at the beginning of each year.In consideration of the results of these performance assessments, we make individual development planning for each of our employees. The datas we collect from the assessments form up the basis for our strategic decisions such as planning, salary policy and educational investments
