Gizem joined Reed as a consultant in 2019 and brought over 8 years HR & HR Consultancy experience, including her experience of managing tailor-made volume recruitment projects for Pharma and NGO Industries. During her career at Reed, Gizem has managed both Temporary and Mid to Executive level recruitment for roles within Sales, Marketing and HR. Shee has built a very strong pipeline of high-quality candidates in these sectors.
Hasret started her professional career in 2015, covering Service and FMCG Industries. Before Reed, she gained sales support and sales experience in the FMCG Industry, and beginning from 2021 she is joined Reed as a candidate Researcher. She has since progressed to a Research Consultant, successfully combining her previous experiences to her role in Recruitment.
İrem holds a bachelor’s degree in Labor Economics and Industrial Relations and completed her HR management master’s degree at Ankara University. She has experience in various HR Functions in the Construction, Telecommunications, Defense, Retail, and Pharmaceutical industries, and she joined REED at the end of 2021 to specialize in the recruitment function of HR.
Ece joined the Reed İzmir Branch Office in 2018. During this time, she worked in temporary blue-collar positions and white-collar recruitment projects. During her time at Reed, has provided recruitment support in all positions in the Engineering, Manufacturing, HVAC and FMCG sectors and is involved in volume recruitment projects in the manufacturing business area
Reed’s Turkey salary guide 2022
The pandemic left Turkey facing the highest inflation growth the country has seen in 20 years and a depreciated currency. Employers across the country now face the challenges of raising salaries to match the rate of inflation and competition for talent in a candidate-driven market. Our guide will help business leaders understand the extent to which they should raise their salaries to attract and retain the best professionals for their open roles. And on the flip side, ensure those looking for work are not demanding unreasonable salaries. Using data from the jobs we have taken across Turkey over the last three years, our guide provides the salaries expected in 2022. It is the best way to make informed choices about your current or future career, or ensure your company is offering what employees really want – helping you to stay a step ahead of your closest competitors by securing the right people. The guide also contains insight from a snap survey of professionals across the country to highlight what people desire from an employer; assessing salary, benefits offered, benefits desired and employee confidence. Who are these salary guides designed for?Our guide has been designed to provide the latest insights for those looking for work, those currently in work and companies looking to hire.Jobseekers can use the guides to assess what they should be earning in their new role.Companies looking to attract new people to their workforce can stay one step ahead and benchmark their salaries and benefits to make sure they are attracting innovative professionals who are a good match for their organisation.Employees looking for a promotion, or even to ensure they are being paid the going rate, can use the salary guidance to ensure their pay and benefits are in line with market rates.What sectors do the Reed salary guides cover?The guide covers seven of the biggest sectors in Turkey, assessing roles at all levels. So, whether you are looking to take the step from procurement specialist to procurement manager, or looking to hire for a sales director to spearhead your business growth, Reed’s salary and benefits insight will assist you in doing just that.Reed’s 2022 Turkey salary guide covers the following industries:Accountancy & financeBusiness supportEngineeringHuman resourcesProcurement & supply chainSales & marketingTechnologyWhy should I download Reed’s salary guides?Our guides offer you comprehensive advice and insight from industry experts. This, alongside data for some of the most popular jobs in Turkey – giving you a lower, average and upper salary band – will help you to make the right decisions.The guide also provides in-depth analysis of what Turkish workers at all levels really want. Some key insight from our snap survey includes:76% of respondents said they were unhappy with their salary Only nine percent of companies allow employees to create a bespoke benefits package, while 39% want this option 65% said that it has become harder to find people with the right skills “Companies should adjust their onboarding, training and retention strategies to ensure they are ready to offer attractive salaries and benefits packages when suitable candidates enter the job market. The best way to drive business growth is through retention of staff and hiring the best talent.” - Asiye Yildrim, General Manager, ReedDownload Reed’s Turkey salary guide and get planning for 2022.
How to create a great recruitment strategy
Getting your recruitment strategy right is key to hitting your business goals. Here are some expert tips to help you set up your company for success – and the shortcuts to keep you ahead of your competition.What is a recruitment strategy?A recruitment strategy is a clear plan that explains what roles you’ll recruit for, when, why and how. It should be tied to your overall company objectives.Your strategy must be possible to implement and easy to communicate. While you can tweak your tactics, the strategy must always be clear.Unsure how many employees you’ll need? Hiring temporary staff helps you expand quickly and risk free.The core aspects of a great recruitment strategyGrowth PlansIn order to scale up your workforce, you’ll need to hire – which takes time and resources.Create a measure to help you identify which areas of your business will benefit most from increased headcount.This could focus on return on investment or opportunities lost.Shortcut: Unsure how many new employees you’ll need? A recruitment agency will give you access to temporary staff and contractors to help you expand quickly and risk free.Employer BrandMake sure your employer brand and message are attractive to your target audience, particularly over social media. A well-known brand is a big selling point to talented job hunters.Be open and transparent about the company’s working culture to ensure you attract candidates that will match your business.Shortcut: If your brand isn’t well known, a recruitment agency can contact candidates directly and spend time promoting your employer messages.Skills AuditUse your company objectives to identify developing areas of the business, then decide on the skills you will need to succeed.Your recruitment strategy should include ways to find and bring new skills into the company.Employers often focus on advanced digital and technical skills, but you should also consider bringing in candidates with different experiences.Shortcut: When interviewing for a role you’ve never done yourself, your recruitment consultant can offer interview tips and support to build your confidence."You can tweak your tactics, but your end goals must be clear."FlexibilityIf your company needs to adapt quickly to an unpredictable market then hiring permanent staff may not be the right option.Your strategy should include a plan for temporary staff and contractors to cover projects that are likely to change at short notice.Shortcut: Unless you already have an advanced payroll function, it makes sense to ask your recruitment agency to manage payroll for your temporary workforce. They look after tax, holiday pay and even pension contributions – saving you a lot of hassle.When to review your recruitment strategyYou should always be thinking about how you differentiate your company from your competitors, and how you can be a more attractive prospect for potential candidates.Pay close attention to all aspects of the recruitment process, and make tactical tweaks throughout the year when necessary – while holding firm to your recruitment strategy.You should review your overall recruitment strategy annually to make sure it ties in with your wider business objectives. It’s important that everyone in the company understands your goals – so be clear and concise about what success looks like and how you will get there.
8 ways to get a job with no experience
You need experience to get a job, but you need a job to get experience... How do you get your foot on the ladder? Whether you're fresh out of education or looking to follow a new career path, feeling like you don't have the experience to land that first job can be frustrating. So, here are some of the ways you can achieve the (seemingly) impossible and get a job with no experience!Address the issueIf you lack experience, don't try to brush over the fact. A cover letter is the perfect place to address any gaps in your CV, so use the opportunity to address any concerns the employer might have. Then...Focus on what you DO haveExperience is important, but so is your attitude to work, your personality, your understanding of the company and its activity, motivation, resilience, ideas for the future - the list is endless, so don't get too hung up on any one thing.Find experience you didn't know you hadBefore you decide you don't have the experience, make absolutely sure this is true. Think back over your past jobs and try to draw links between the experience you need and the experience you have. Remember: it needn't be exactly the same; the key word to keep in mind is relevant. If you've organised a meeting or answered the phones, that's admin experience. If you've set up a Facebook page or created a flier, that's marketing. Think outside the box!Create some experienceDo some voluntary work, work experience, or an internship.“ Don't be afraid to start from scratch. Getting your foot in the door is crucial, and you never know what might come next. ”But (as above) make sure the experience you're getting is relevant. If you're still taking your first steps, don't waste time with unrelated work, especially if it's unpaid!Demonstrate your intentIf you really want to get into a particular industry, make sure that people know about it. Get involved in relevant industry discussions on LinkedIn, join relevant groups, attend networking and careers events, and make sure you make your enthusiasm public.Apply speculativelyIf you only apply for advertised jobs, you're going to be assessed against set criteria. Apply speculatively to companies that interest you, demonstrate you've done your research, and ask if there's any opportunities for you as you're looking to break into the industry. If the answer is no, ask if you can apply again in 6 months, and find out what you can do in the meantime to improve your chances.NetworkIf you don't have the desired level of experience, you need to be trustworthy. Network, and get your contacts to recommend you. Employers are more likely to overlook the gap in your experience if you come with a recommendation from someone they can trust. Find out more about effectiveness networking.