1Application Process

Task profiles within our structure consist of aviation professions that require expertise along with administrative, social, and technical units. Among the features we look for in the positions within our organization conform with iGA's vision and values: being reliable, honest, suitable for teamwork, and being guest-oriented.

Our employees, from the lowest-level employees to the top-level managers, are selected by the coordinated work of our human resources departments. When hiring and assigning employees, we consider iGA standards such as education, experience, and characteristics.

2Evaluation Center

In the recruitment process, we use scientifically developed tests and inventories that measure important success criteria, which have proven to be valid and reliable. These tests are designed to measure comprehension, personality characteristics, and foreign language level required by the job. The results are one of many evaluation criteria considered in the recruitment process.

As the tests are adapted according to the requirements and level of the positions, candidates applying for different positions may experience a variety of applications in their recruitment journey.

We perform personality tests to measure our candidates' key competencies and their compliance with the organizational culture in the hiring process. These are aimed at evaluating the candidates' motivation, strengths and weaknesses, and skills.

3English Proficiency Test

Employees who will work at iGA are subject to a foreign language exam. Measuring the foreign language level expected at different levels for positions is also an important factor in the career development of iGA employees within the company.

4HR Interview

After the test and inventory applications, you may have the opportunity to share your experiences in detail by having one-on-one interviews with the Human Resources department and the business unit manager.

Candidates participating in the recruitment process at iGA are evaluated by the Human Resources recruitment team through a competency-focused telephone/video interview and then undergo face-to-face interviews with managers.

The interviews that evaluate competencies are comprised of questions based on iGA competencies. These competencies guide us so that we can observe the behavioral indicators we expect from candidates. These interviews allow us to observe the way candidates achieve their goals, the value they add to their work, and the work where they can make a difference, along with how they present these competencies and values.

5Department Interview

Candidates who receive a positive result after the competency-based interview will participate in the manager interviews in the next stage. These interviews are the phase where the manager observes the competencies and behaviors required by the job face-to-face with the candidate, and the technical details of the job are discussed further.

6The Offer

Business valuation methodology is used to determine the size of the positions in the organizational structures of our organizations. The overall wage packages for positions are determined by referring to global, local, and industrial wage survey results. Candidates who successfully complete the recruitment steps are offered a job by the human resources department.