• Compliance with our corporate culture and values are the most important criteria that we take into account throughout the entire recruitment process.



Compliance with our corporate culture and values are the most important criteria that we take into account throughout the entire recruitment process.Applications made to our company are evaluated according to open positions and candidates who meet the required qualifications are invited for an interview. Human Resources conducts at least two interviews with the candidates with the participation of the relevant managers of the position. After the first interview, candidates are subjected to a foreign language test, numerical & verbal aptitude tests and a personality inventory.After this stage, Human Resources and the relevant department manager conduct a second interview with the candidates who are found positive in order to question common values, compliance with the corporate culture and competencies. Our managers are involved in the entire process one-on-one, get to know our candidates better and work effectively with Human Resources to make the right hire.Candidates who successfully complete the interview process participate in the Assessment Center Practices according to the qualifications of the open positions. The reason why we prefer the Assessment Center application is that it gives us the opportunity to observe the attitudes and behaviors of the candidates in their professional lives and the competencies we are looking for in detail by using many different methods, group and/or individual studies and simulation tools according to the position.After these stages, candidates who are found suitable for the position are informed about the salary and fringe benefits and a job offer is made. With the agreement of the candidate, the orientation process is initiated by realizing the recruitment procedures.As a result of the interviews, those who cannot be evaluated in the current position are informed about the outcome of the recruitment process.

• Onboarding

Orientation kits and online trainings are provided for our new employees to facilitate their adaptation to the company and to get information about Defacto culture. Onboarding Badis are assigned to our new recruits and they spend 1 month together to ensure that the adaptation process to the company is carried out in the most effective way.

• Merchandising Recruitment

In order to meet the need for human resources in our stores and to train managerial staff, Reyon Manager and Store Manager are recruited twice a year through the 'Store Manager Candidate' program. Candidates must have a bachelor's degree and aiming for a career in the field of merchandising is a prerequisite for this program.

• Management Trainer Program

Training and development programs are organized at specified periods throughout the year for recent university graduates to train specialists for head office positions. Candidates must hold a bachelor's degree and have advanced English language skills as a prerequisite for this program.

• Internship Opportunities

Vocational high school internship applications are accepted in April every year and university internship applications are accepted in May every year. University students can intern at our head office five days a week during the summer (June - September) and high school students can intern at our head office three days a week during the winter (September - June). If university interns wish to continue working at DeFacto after graduation, they are evaluated for Assistant Specialist positions in line with the needs of our units.

• Talent Management

As Human Resources, we support our employees, our most valuable resource, with training and development programs to bring their personal development to the highest level in order for them to work with sustainable high performance. With our Performance Management, 360-degree feedback and succession processes, we evaluate all the results of our employees fairly in line with objective criteria and guide their career plans and promotions.

• Performance Management

With our DeFacto Performance Management System, which we have developed in order to focus on our company strategies and goals faster and more efficiently and to systematically monitor the development on this path, we aim to achieve our business goals, to reveal the successful business results of our employees and to make high performance a corporate culture. Our annual performance evaluation process in DeFacto Performance Management System consists of 3 stages;

• 1. Goal Setting; In line with our annual company goals, our employees come together with their managers and set their individual goals
• 2. Interim Evaluation; The goals set at the beginning of the year are reviewed. During this period, employees receive feedback from their managers and personal development plans for their career goals are determined.
• 3. Year-end Evaluation; Corporate and individual goal realizations are evaluated. The outputs from the performance management system provide input to career management, wage management and rewarding processes.