Turkey’s manufacturing industry is a vital pillar of its economy, contributing nearly a quarter of the national GDP. From textiles and automotive to electronics and food production, Turkey is known for its export-oriented industrial model and strategic location between Europe and Asia. As the demand for skilled and semi-skilled workers rises in 2025, companies must adapt their recruitment practices to attract the right talent. This article provides a comprehensive guide to the hiring process in the Turkish manufacturing sector, including legal obligations, recruitment channels, workforce trends, and best practices for employers.
The Role of Manufacturing in the Turkish Economy
The manufacturing sector in Turkey is vast and diverse, with strongholds in various regions:
- Textiles and Garments: Dominant in cities like Istanbul, Bursa, Denizli, and Gaziantep
- Automotive: A key industry in Bursa, Kocaeli, and Sakarya, with global brands like Ford, Fiat, and Toyota
- Electronics & Appliances: Istanbul and Manisa are major hubs
- Food & Beverage: Spread nationwide, including dairy, flour mills, and meat processing
- Construction Materials & Machinery: Central Anatolia and industrial zones
In 2025, the sector continues to modernize with digital technologies (Industry 4.0), automation, and green production standards, affecting workforce needs and hiring strategies.
Types of Positions in Manufacturing
The Turkish manufacturing workforce is typically divided into three categories:
- Blue-Collar Workers: Machine operators, assemblers, welders, technicians, warehouse staff
- White-Collar Employees: Engineers, quality controllers, supervisors, supply chain specialists
- Management Roles: Plant managers, production planners, HR and HSE managers
The recruitment process varies slightly depending on the level and specialization, but the general workflow shares core principles.
Step-by-Step Guide to Recruitment in the Turkish Manufacturing Sector
1. Workforce Planning and Job Analysis
Before initiating recruitment, employers must:
- Determine the need for additional staff
- Define clear job descriptions
- Identify the required skills and qualifications (vocational training, licenses, certifications)
- Plan for shift work, weekend availability, and overtime needs
For example, a textile company may need seasonal workers for peak orders, while an automotive plant might require highly skilled CNC technicians year-round.
2. Choosing the Right Recruitment Channels
In manufacturing, the most effective hiring channels include:
- İŞKUR (Turkish Employment Agency): A government-run portal connecting employers with blue-collar job seekers. Especially efficient for mass recruitment.
- Private Employment Agencies: Such as Adecco, Manpower, Randstad – useful for temporary staffing or specialized roles.
- Internal Referrals: Incentivized programs to encourage current employees to recommend new candidates.
- Technical and Vocational High Schools: Partnerships with Meslek Liseleri for internships and apprenticeships.
- Job Fairs and Industrial Zones: Organized hiring events in Organized Industrial Zones (OSBs).
- Online Platforms: Kariyer.net, Eleman.net, Yenibiris.com for white-collar and technician-level roles.
3. Screening and Pre-Selection
For blue-collar roles, employers often evaluate:
- Previous experience in similar roles or sectors
- Ability to work in rotating shifts or under pressure
- Health checks and physical fitness tests
- Criminal background checks for sensitive environments
White-collar and management positions require:
- CV review and qualification verification
- Technical and behavioral interviews
- Reference checks
- Language and computer proficiency tests (for export-focused companies)
4. Technical Evaluation and Aptitude Tests
In industrial recruitment, practical tests are common:
- Assembly or welding demonstrations
- Machine operation simulations
- Aptitude or psychometric tests for attention to detail and coordination
- Knowledge of workplace safety and first aid
Companies also assess candidates’ willingness to be trained in automation systems or ERP tools (SAP, Logo, etc.).
5. Interview Process
Depending on the role, the interview process may involve:
- HR Interview: Discusses work history, salary expectations, shift flexibility
- Technical Interview: Conducted by supervisors or production managers
- Trial Day: Some companies offer a paid “trial day” to evaluate performance and culture fit in real-time
6. Employment Contract and Onboarding
In Turkey, employment contracts must follow the Labor Law No. 4857. Employers are legally required to:
- Specify wages, working hours, and job roles
- Register employees in the SGK (Social Security Institution)
- Provide a written contract within 30 days (most companies issue it on day one)
- Organize mandatory workplace safety and orientation training
Legal Compliance and Labor Law Considerations
Manufacturing firms in Turkey must comply with:
- Workplace Safety Law (No. 6331): Mandatory occupational health and safety training
- Collective Labor Agreements: Especially in unionized environments
- Minimum Wage Regulations: Updated biannually and vary slightly based on city or sector
- Working Hours: Capped at 45 hours per week, with overtime limits and premium pay
- Notice Periods: Based on tenure, usually 2–8 weeks
Violations can lead to fines, inspections, or even temporary plant closures.
Recruitment Challenges in the Manufacturing Sector
Despite a large labor pool, employers face several obstacles:
- Skill Gaps: Many candidates lack formal training or certifications in modern machinery.
- Turnover: High in textiles and food production, especially among seasonal workers.
- Worker Mobility: Rural-to-urban migration and housing problems affect factory attendance.
- Labor Unions: While unions protect rights, they may also limit flexibility in hiring or layoffs.
- Gender Disparity: Women are underrepresented in technical roles, despite labor force participation policies.
Solutions and Best Practices
To improve recruitment outcomes, manufacturers can:
- Partner with Technical Schools: Offer apprenticeships and skill-building programs
- Develop In-House Training: Set up learning centers to upskill new hires
- Promote Employer Branding: Highlight safe working conditions, bonuses, and career development
- Leverage Technology: Use applicant tracking systems (ATS) for efficient hiring
- Offer Incentives: Transport assistance, lunch support, and attendance bonuses increase retention
The Future of Hiring in Manufacturing: Trends for 2025
- Automation and Robotics: Hiring will shift toward tech-savvy technicians and maintenance experts
- Green Manufacturing: Environmental compliance will create demand for new skill sets
- Digital Tools: Video interviews, remote onboarding, and AI-based screening are becoming common
- Diversity Goals: Encouraging more female participation and inclusive hiring practices.
Recruiting in the Turkish manufacturing sector in 2025 requires a balance of traditional workforce management and modern hiring strategies. Employers must comply with labor laws, invest in workforce development, and adapt to evolving technologies to stay competitive. Whether hiring line operators or plant engineers, a structured and transparent recruitment process ensures better employee retention and operational efficiency.
