Focus on Innovation
Employee Development
Collaborative Working Environment
Our Employees are the Source of Our Success
At Sanovel, human resources are at the focus of our approach There is a “worthiness” perspective. We are nourished by the focus of creating value for people and adding value to all processes that touch people. At Sanovel, as the human resources team, we believe that we will achieve positive results in every field with the positive energy created by our happy employees and together we will create value for ourselves, our business, society and all our stakeholders.
Our Values
Step into the Future with Confidence: Accuracy, Confidentiality, Responsibility to Our Employees!
Global Impact
By working with AKPA, you get the opportunity to make a significant impact in the global market.
Innovation and Technology
AKPA supports continuous development by working with innovative solutions and advanced technologies.
Multicultural Environment
AKPA promotes cultural enrichment by bringing together people from various cultural backgrounds.
Career Opportunities
AKPA provides opportunities for employees to advance their careers and supports talent.
Social Responsibility
AKPA takes a leading role in the fields of sustainability and social responsibility and embraces these values.
Collaboration and Teamwork
AKPA has a collaborative work culture and encourages teamwork.
We aim to create a workplace culture based on open communication, cooperation and team spirit.
We support employee development.
We aim to add value to our employees' career journeys.
We strive to ensure that our employees focus on continuous learning and development.
We encourage our employees to share their ideas, create transparent communication channels and support collaboration-oriented projects.
Our Strategy
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Innovative and Digital Human Resources
We manage a strong and bright perspective
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We Set High Standards
We manage a strong and bright perspective
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Our Policies and Practices
We manage a strong and bright perspective
Frequently Asked Questions
What are the development opportunities for employees in your company?
- Education Programs
- Job Rotations
- Mentorship Programs
- Graduate or Certificate Supports
- Performance Evaluations
How does the recruitment process work? What steps do I go through?
- Application Review: We evaluate the applications.
- Pre-Screening Interview: A basic assessment is made by phone or video interview.
- Face-to-Face Interviews: We organize interviews with compatible candidates.
- Reference Check: Applicants' references are checked.
- Offer Phase: We make a formal job offer to successful candidates.
What are AKPA's future goals and growth plans?
- Market Expansion: Expanding into new markets and broadening the customer base.
- New Product and Service Development: Offering innovative products or services.
- Digital Transformation: Accelerating digital transformation processes by adapting to technological developments.
- National or International Growth: Expanding nationally or internationally and increasing competitiveness in the global market.
- Collaborations and Mergers: Growth through strategic collaborations or mergers.
- Employee Development: Increasing internal talent by focusing on developing employee skills.
- Sustainability Goals: Focus on sustainability goals including social and environmental responsibilities.
What is the importance of teamwork and how is it encouraged?
The Importance of Teamwork:
- Increases productivity.
- Encourages innovation.
- Increases job satisfaction.
- Reduces the error rate.
- Supports a solution-oriented approach to problems.
Incentive Methods:
- Open communication
- Common goal setting
- Team building activities
- Team-oriented rewards
- Training and development opportunities
How would you describe AKPA's corporate culture?
- Values and Principles: The company's core values and ethical principles.
- Leadership Style: The leadership approach and style of the company's managers.
- Business Practices: Business processes and practices within the company.
- Communication Style: Communication style between employees and between the company and the outside world.
- Employee Participation: The level of employee involvement and interaction in decisions.
- Innovation and Openness to Change: The company's approach to innovation and change.
- Work Environment: Physical and social working environment.
WHITE COLLAR STAFF RECRUITMENT PROCESSES
After the resumes of candidates who apply to the announcements given on the internet and/or in newspapers are pre-screened and evaluated,
1- Suitable candidates are identified, and they are contacted by phone to invite them to a job interview.
2- After the interview schedules are created, the first-level interviews are conducted by human resources officials with the incoming candidates.
3- Following the interviews with human resources officials, candidates who meet the required criteria are arranged to be interviewed with the relevant department manager.
4- After the interviews with the invited candidates are completed, coordination with the relevant department manager is conducted, and a joint evaluation is made to reduce the number of candidates to 3. A second interview is planned with these candidates to discuss details such as job-specific duties and responsibilities, salary, etc.
5- Once consensus is reached with the candidates invited to the second interview, they are subjected to online general ability tests and personality inventory tests.
6- Based on the results of these tests, the priority order of the candidates is determined, and the reference check process begins.
7- Candidates deemed suitable based on the test and reference research results are invited for a third interview to meet and interview with the general manager.
8- Once the decision to hire is made and verbal agreement is reached, an Offer Letter signed by the Human Resources Manager is presented to the candidate, and the candidate's acceptance signature is obtained.
9- After the Offer Letter is also signed, the date the candidate is expected to start work is determined together with the candidate, and the candidate is asked to prepare the necessary documents for employment and to be present at the workplace on the specified date with the documents required for the personnel file.
10- After the completion of the processes listed in the above 9 items, the orientation training process for the recruited personnel begins and is implemented for two days according to a specific plan starting from the day the employee starts work.
BLUE COLLAR STAFF RECRUITMENT PROCESSES
After the resumes of candidates who apply to the announcements given on the internet and/or in newspapers are pre-screened and evaluated,
1- Suitable candidates are identified, and they are contacted by phone to invite them to a job interview.
2- After the interview schedules are created, the first-level interviews are conducted by human resources officials with the incoming candidates.
3- Following the interviews with human resources officials, candidates who meet the required criteria are arranged to be interviewed with the relevant department manager.
4- Once suitable candidates are identified and mutual agreement is reached, their starting dates are determined, and they are requested to directly join on the specified date with the list of employment documents.
5- The recruited candidates are subjected to comprehensive and full-day training on Occupational Health and Safety issues by Occupational Health and Safety Specialists on the day they join the job.
6- Starting from their second day of attendance, they begin working in their respective departments.