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At Egemed Hospital, our core vision for the hiring process is to recruit professionals who are highly competent, possess an innovative mindset, and believe in teamwork—all while fully aligning with our organizational culture and human resources policies. To ensure the continuity of our service quality, which sets us apart in the healthcare sector, we aim to grow with talent that is passionate about learning and focused on development.
Our Evaluation Process
To accurately assess our candidates’ potential, we manage our processes using scientific and objective methods:
• Competency Analysis: Assessment of the behavioral and technical skills required for the position.
• Professional Competency: Department-specific technical exams and practical assessments.
• Integrated Coordination: Interview stages jointly conducted by our Human Resources department and relevant medical/administrative units.
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At Egemed Hospital, we believe that our success is rooted in an organizational culture of continuous learning and development. To support our employees’ career journeys, we offer the following development opportunities:
• Comprehensive Orientation Program: For every new team member who joins us, the process begins with Basic Orientation. Following this initial step, our 6-month on-the-job training and in-service development system ensures you complete the adaptation process with professional guidance.
• Competency-Based Development: In line with our corporate culture and values, we offer both technical training to enhance your professional expertise and in-house and external certification programs to strengthen your personal leadership and behavioral skills.
• Continuity and Motivation: By raising our quality standards a step higher every day, we aim to create a transparent career planning process and a professional work environment where employee motivation is maintained at the highest level.
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At Egemed Hospital, we value our employees’ hard work and prioritize providing them with a transparent work environment. With our competitive compensation policy and the essential benefits we offer, we provide a structure that makes professional life easier.
Our Compensation Policy
• Net Pay Guarantee: Our salary payments are calculated based on the “net amount” and are deposited in full into our employees’ bank accounts on a set day each month.
• Performance- and Market-Driven Adjustments: January marks our annual salary review period. During this process, industry trends, department-specific market research, and our employees’ individual performance are meticulously analyzed to determine a fair rate of increase.
Social Benefits
Transportation and Meals: We provide a comfortable shuttle service and healthy meal options for all staff members working at our hospital.
Medical Center Support: For employees working at our medical center, this process is supported by transportation and meal allowance payments.
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At Egemed Hospital, success is no accident; it is the result of a system focused on continuous measurement and improvement. We implement a transparent performance management system to help our employees reach their full potential and align them with our goals.
Our Evaluation Criteria
Our Performance Evaluation System is comprehensively implemented at least once a year, with analysis conducted in two main categories based on objective data:
Core Competencies: Behavioral standards such as alignment with our organizational culture, communication skills, and ethical values.
Professional Competencies: Levels of technical knowledge, skills, and operational expertise within the scope of the job description.
Process Outcomes and Career Journey
Our performance results are not merely a score—they represent an investment in our employees’ future. This data plays a decisive role in the following processes:
Training Planning: Identifying specific training needs based on our employees’ areas for development.
Rewards and Motivation: Including our high-performing and impactful employees in our rewards system.
Career Management: Using our performance data as the primary criterion in career planning processes when selecting future managers and specialists.
