Selection and Placement

We believe that recruitment processes are a crucial factor that directly impacts an organization’s success. Therefore, at Just In Time, we structure our recruitment processes meticulously and apply the principles of trust, speed, quality, and transparency at every step. Here are the key steps of our effective and efficient recruitment process:

1-Need Analysis and Role Definition
The recruitment process starts with a thorough understanding of the needs. In the initial phase, we engage in an in-depth conversation with the client to outline the position’s requirements, company culture, and existing workforce gaps. This analysis helps us evaluate not only technical skills but also how the candidate can integrate and grow within your company over time.

2- Proactive Candidate Search and Talent Pool Management
Instead of waiting for open positions, we implement a proactive candidate search strategy to find the right candidates. By utilizing our extensive talent pool, we reach out to experienced and qualified individuals across various industries. In this process, we leverage both online platforms and networking as well as industry-specific professional networks to identify the most suitable candidates.

3- Competency-Based Assessment
We consider not only the candidates’ past experiences but also their potential. In our recruitment processes, we use a competency-based assessment methodology to analyze the candidate’s technical knowledge, problem-solving ability, leadership skills, and cultural fit. Based on the criteria we establish during interviews, we aim to predict not only the candidate’s current performance but also their future potential.

4- Multi-Layered Interview Process
Just In Time adopts a multi-layered approach in its interview processes. Candidates undergo a detailed evaluation, ranging from technical skills to personal competencies. These interviews focus not only on identifying the qualifications that meet the position’s requirements but also on assessing the candidate’s teamwork abilities, cultural fit within the organization, and long-term contributions.

5- Reference Checks and In-Depth Review
For candidates who successfully pass the interview stages, we conduct thorough reference checks. These checks provide us with in-depth information about the candidate’s past work experiences, performance, and work ethic. In addition to reference checks, we also use additional assessment tools and personality analyses when necessary to ensure that the candidate is fully aligned with the job requirements.

6- Candidate Alignment and Offer Process
At the end of the process, once we ensure mutual alignment between both the employer and the candidate, we proceed to the offer stage. At this point, we aim to achieve a result that satisfies both parties by balancing the employer’s expectations with the candidate’s career goals.

7- Onboarding and Post-Placement Support
Just In Time’s recruitment methodology does not end with the candidate starting the job. We follow the new hire’s adaptation process, maintain continuous communication with the employer, and provide support when needed. In this way, we embrace the idea that recruitment is not just about a successful placement, but an ongoing process.

Just In Time’s recruitment methodology is a process that is carefully planned and organized at every step. Our goal is to fully understand our clients’ needs and select candidates who will make long-term contributions to their organizations. Reliability, speed, quality, and transparency are the cornerstone values of our methodology.