How Turkish Companies Can Hire Skilled Workers from Pakistan
Introduction
Turkey’s growing construction, manufacturing, engineering, hospitality, logistics and other industries can create demand for qualified international talent. For companies that need specific technical skills or additional manpower, hiring skilled workers from Pakistan can be a practical recruitment option when the process is properly planned and complies with Turkish and Pakistani regulations.
Pakistan has a large workforce with experience in trades and professional occupations, including electricians, welders, fabricators, mechanical technicians, engineers, machine operators, construction workers, drivers, hospitality staff and other skilled roles.
However, international recruitment requires more than finding candidates. Turkish employers need to consider job requirements, candidate screening, employment contracts, work-permit procedures, visa requirements and legal compliance.
Turkey’s Ministry of Labour and Social Security explains that foreign workers generally need a valid work permit or work-permit exemption to work legally in Türkiye. For applications made from abroad, the worker first applies at a Turkish embassy or consulate and receives a 16-digit reference number, after which the Turkish employer submits the work-permit application through the relevant online system.
This guide explains how Turkish companies can approach the recruitment of skilled Pakistani workers in a professional and organized way.
Why Turkish Companies Consider Pakistani Workers
Pakistan has a diverse workforce covering both traditional trades and modern technical occupations.
Depending on the company’s requirements and Turkish employment regulations, employers may look for Pakistani candidates in areas such as:
Construction
- Welders
- Electricians
- Plumbers
- Masons
- Carpenters
- Steel fixers
- HVAC technicians
- Fabricators
- Equipment operators
- General skilled workers
Manufacturing
- Machine operators
- CNC operators
- Production workers
- Welders
- Fabricators
- Mechanical technicians
- Electrical technicians
- Maintenance workers
- Assembly workers
- Quality-control personnel
Engineering & Technical
- Mechanical engineers
- Electrical engineers
- Civil engineers
- Maintenance engineers
- Auto technicians
- Industrial technicians
- HVAC technicians
- Production technicians
Hospitality & Services
Depending on applicable Turkish rules and employer needs:
- Chefs
- Cooks
- Kitchen assistants
- Housekeeping staff
- Waiters
- Hotel maintenance staff
The key is to match the worker’s verified skills and experience with the actual requirements of the Turkish employer.
What Should Turkish Employers Do Before Recruiting From Pakistan?
International recruitment works best when the employer prepares its requirements before contacting a recruitment agency.
Start by answering these questions:
- How many workers are required?
- Which positions need to be filled?
- What experience is required?
- What qualifications are necessary?
- Is trade certification required?
- What salary will be offered?
- What are the working hours?
- Where will the employees work?
- Will accommodation be provided?
- When are workers expected to start?
- What documents will be required?
A detailed manpower requirement allows the recruitment agency to source candidates who are genuinely suitable for the positions.
Step 1: Define Your Manpower Requirements
A Turkish company should create a detailed job order before candidate sourcing begins.
For example:
| Position | Workers Required | Experience |
|---|---|---|
| Welders | 20 | 3+ years |
| Electricians | 10 | 3+ years |
| CNC Operators | 15 | 2+ years |
| Mechanical Technicians | 10 | 3+ years |
| Fabricators | 15 | 3+ years |
The employer can also specify:
- Salary
- Contract period
- Overtime
- Accommodation
- Transportation
- Meals
- Insurance
- Working location
- Required certificates
- Language requirements
The clearer the job order, the easier it is to find the right candidates.
Step 2: Choose a Licensed Pakistani Recruitment Agency
The next step is to select a reliable recruitment partner in Pakistan.
This is particularly important when recruiting workers internationally because the recruitment agency will often coordinate several stages of the process.
Look for an agency that can provide:
- Candidate sourcing
- Candidate screening
- Employer interviews
- Trade testing
- Documentation
- Recruitment coordination
- Visa support
- Deployment assistance
- Bulk manpower recruitment
Pakistan’s Bureau of Emigration & Overseas Employment advises people dealing with overseas recruitment to use licensed Overseas Employment Promoters (OEPs) and to verify recruitment arrangements before proceeding.
Greenland Overseas states that it is licensed by the Ministry of Overseas Pakistanis & Human Resource Development under License No. OP & HRD/4598/KAR and provides overseas manpower recruitment services.
Step 3: Submit a Formal Manpower Demand
Once the recruitment agency has been selected, the Turkish employer should provide a formal manpower demand.
The demand should clearly explain:
- Employer details
- Job titles
- Number of workers
- Salary
- Contract terms
- Working hours
- Job location
- Experience requirements
- Qualifications
- Benefits
- Accommodation arrangements
- Other applicable employment conditions
Pakistan’s BEOE publishes procedures governing overseas recruitment and the role of Overseas Employment Promoters in arranging employment for Pakistani workers.
A properly prepared demand helps prevent confusion between the employer, recruitment agency and candidates.
Step 4: Source Candidates From Pakistan
After receiving the manpower demand, the recruitment agency can begin sourcing suitable candidates.
Candidate sourcing may include:
- Recruitment databases
- Job advertisements
- Professional networks
- Trade networks
- Technical institutions
- Existing candidate pools
- Industry contacts
For specialized jobs, direct sourcing can be particularly useful.
For example, if a Turkish manufacturing company needs experienced CNC operators, the recruiter should specifically search for candidates with actual CNC operating experience rather than simply recruiting general factory workers.
Step 5: Screen Candidates
Candidate screening should take place before the employer interviews candidates.
A professional screening process can review:
Experience
- Previous employers
- Years of experience
- Industry experience
- Job responsibilities
Technical Skills
- Machinery experience
- Tools and equipment
- Technical knowledge
- Trade skills
Documents
- Passport
- Certificates
- Experience letters
- Educational documents
- Other relevant records
Personal Requirements
- Availability
- Communication skills
- Willingness to relocate
- Ability to meet the employer’s requirements
The objective is to give the Turkish employer a shortlist of qualified candidates rather than hundreds of unsuitable applications.
Step 6: Conduct Employer Interviews
After screening, Turkish employers can interview shortlisted candidates.
Interviews can be organized:
- Online
- By video call
- At the recruitment agency’s office
- During an employer visit to Pakistan
- Through a structured selection campaign
For bulk recruitment, a recruitment agency can organize candidates by trade and schedule interviews efficiently.
This allows the employer to make final decisions without having to manage the entire recruitment campaign independently.
Step 7: Conduct Trade Testing
For skilled technical positions, practical assessment can be extremely valuable.
A candidate may have several years of experience listed on a CV, but a practical test allows the employer to evaluate actual skills.
Construction Trade Testing
Possible tests include:
- Welding
- Electrical work
- Plumbing
- Masonry
- Carpentry
- Fabrication
- HVAC work
Manufacturing Trade Testing
Possible tests include:
- CNC operation
- Machine operation
- Welding
- Fabrication
- Mechanical maintenance
- Electrical maintenance
- Assembly
Trade testing is particularly useful when recruiting large numbers of workers because it helps employers compare candidates using consistent criteria.
Step 8: Finalize the Selected Candidates
After interviews and trade testing, the employer can finalize the successful candidates.
The recruitment team can then coordinate the required documents.
These may include:
- Valid passport
- Photographs
- CV
- Employment contract
- Experience certificates
- Educational certificates
- Technical certificates
- Medical documents
- Other documents required by Turkish authorities
The exact documents can vary depending on the job, applicant and current Turkish requirements.
Step 9: Prepare the Employment Contract
A clear employment contract is an important part of international recruitment.
Turkey’s Ministry of Labour lists a signed employment contract between the employer and foreign worker among documents required in the work-permit evaluation process.
The contract should clearly explain applicable employment terms, including:
- Job title
- Salary
- Working hours
- Workplace
- Contract duration
- Benefits
- Accommodation, where applicable
- Other employment conditions
Workers should understand their employment terms before travelling.
Step 10: Apply for the Turkish Work Permit
One of the most important stages is obtaining the appropriate authorization to work in Türkiye.
For applicants outside Türkiye, the Ministry of Labour explains that the process generally involves two stages:
- The foreign worker applies personally at the relevant Turkish embassy or consulate.
- The worker receives a 16-digit reference number.
- The worker provides that number to the Turkish employer.
- The employer submits the work-permit application through the relevant online system.
This means that both the employee and Turkish employer have important responsibilities in the process.
Employers should always verify the current application procedure directly through the Turkish Ministry of Labour before beginning a recruitment campaign.
Türkiye Ministry of Labour – Work Permit Information
Step 11: Understand Work-Permit Evaluation
The Turkish Ministry of Labour evaluates work-permit applications according to its applicable evaluation criteria and international labour-force policy.
The Ministry states that duly completed applications are generally evaluated within 30 days, provided the information and documents are complete. The timeframe can be affected if additional information or documents are requested.
Therefore, employers should avoid promising candidates an exact deployment date until the necessary approvals have been obtained.
Step 12: Complete Visa Procedures
When a work-permit application from abroad is approved, the foreign worker must complete the applicable fees and visa procedures through the Turkish foreign representative office where the application was made.
The worker can then enter Türkiye using the appropriate authorization.
Employers and recruitment agencies should coordinate the documentation carefully to minimize delays.
Step 13: Prepare Workers for Deployment
Before workers travel to Türkiye, the recruitment agency and employer should make sure the employees understand:
- Job responsibilities
- Salary
- Workplace
- Working hours
- Accommodation
- Travel arrangements
- Employer contact information
- Contract conditions
- Basic workplace expectations
A proper pre-departure orientation can make the transition easier for both employees and employers.
Step 14: Arrange Arrival and Joining
Once workers arrive in Türkiye, the employer should help them complete the required joining procedures.
This may include:
- Workplace registration
- Address registration where applicable
- Employee onboarding
- Safety orientation
- Accommodation
- Transportation
- Workplace induction
The Turkish Ministry of Labour states that foreign workers entering through the overseas application route must fulfill the applicable obligations and begin work within the relevant statutory timeframe.
What Skilled Pakistani Workers Can Turkish Companies Recruit?
The possibilities depend on Turkish regulations, employer requirements and the individual work-permit application.
However, Pakistani recruitment agencies can potentially source candidates for roles such as:
Engineering
- Civil engineers
- Mechanical engineers
- Electrical engineers
- Industrial engineers
- Maintenance engineers
Construction
- Welders
- Electricians
- Plumbers
- Carpenters
- Masons
- Steel fixers
- HVAC technicians
- Fabricators
Manufacturing
- CNC operators
- Machine operators
- Production workers
- Maintenance technicians
- Welders
- Fabricators
- Assembly workers
Automotive & Mechanical
- Auto mechanics
- Diesel mechanics
- Mechanical technicians
- Maintenance technicians
Hospitality
- Chefs
- Cooks
- Kitchen staff
- Housekeeping personnel
- Other hospitality positions where legally permitted
Employers should confirm that the specific position is eligible under current Turkish rules before recruitment begins.
Why Turkish Companies Should Consider Trade-Based Recruitment
One advantage of recruiting from a large labour market such as Pakistan is the ability to target specific trades.
Instead of recruiting a general workforce, employers can create separate candidate pools for:
- Welders
- Electricians
- Fitters
- Fabricators
- Technicians
- Machine operators
- Construction trades
- Maintenance workers
This makes the recruitment process more targeted and can improve the quality of shortlisted candidates.
Bulk Recruitment for Turkish Companies
Some Turkish companies may need a small number of specialized workers, while others may need dozens or hundreds of employees for a project or production facility.
Bulk recruitment requires a different approach.
Step 1: Workforce Planning
Determine:
- Number of workers
- Job categories
- Skills
- Experience
- Salary
- Joining schedule
Step 2: Recruitment Campaign
The recruitment agency sources a large candidate pool.
Step 3: Screening
Candidates are filtered according to the employer’s requirements.
Step 4: Interviews
The Turkish employer selects suitable candidates.
Step 5: Trade Testing
Candidates complete practical assessments where appropriate.
Step 6: Documentation
The selected candidates prepare the required documents.
Step 7: Work-Permit & Visa Process
The applicable Turkish work-permit and visa procedures are completed.
Step 8: Deployment
Workers travel to Türkiye and join the employer.
Greenland Overseas Bulk Manpower Recruitment offers bulk manpower recruitment solutions and describes its ability to coordinate large recruitment campaigns and candidate interviews.
Why Work With a Pakistani Recruitment Agency?
A Turkish company can potentially recruit directly, but an experienced recruitment partner can reduce the administrative burden associated with sourcing and screening candidates in Pakistan.
A recruitment agency can help with:
Candidate Sourcing
Finding candidates according to specific job requirements.
Screening
Reviewing qualifications, experience and suitability.
Interviews
Organizing candidate interviews with the employer.
Trade Testing
Arranging practical skill assessments.
Documentation
Coordinating recruitment documentation.
Recruitment Coordination
Managing communication between employer and candidates.
Visa & Work-Permit Support
Assisting with document coordination for the relevant procedures.
Deployment
Helping prepare selected workers for overseas employment.
Greenland Overseas describes its recruitment services as covering candidate sourcing, screening, interviews, trade testing, documentation, visa processing support and deployment assistance.
You can also review the company’s international recruitment services for an overview of its recruitment and manpower solutions.
How to Choose a Recruitment Agency in Pakistan
Turkish employers should carefully evaluate a recruitment agency before signing an agreement.
Ask:
- Is the agency licensed?
- Can the agency provide its license details?
- Does it have overseas recruitment experience?
- Can it source skilled technical workers?
- Does it provide trade testing?
- Can the employer interview candidates directly?
- How are candidate documents verified?
- Can it handle bulk recruitment?
- Does it assist with documentation?
- Can it coordinate deployment?
Pakistan’s BEOE specifically advises against dealing with unlicensed recruitment agencies and emphasizes verifying recruitment arrangements.
Greenland Overseas publishes its recruitment license information online, including OP & HRD/4598/KAR.
Common Mistakes Turkish Employers Should Avoid
1. Starting Recruitment Without a Clear Job Order
An unclear requirement can result in unsuitable candidates.
2. Selecting Candidates Only From CVs
A CV does not always demonstrate practical ability. Trade testing can be valuable for technical roles.
3. Ignoring Work-Permit Requirements
Workers must have the appropriate legal authorization to work in Türkiye. Working without a valid work permit or exemption can result in administrative and criminal consequences.
4. Promising an Exact Joining Date Too Early
Work permits and visas involve government procedures. Avoid promising a fixed travel date before approvals are secured.
5. Using an Unlicensed Recruitment Agency
Always verify the Pakistani recruitment agency before beginning the recruitment process.
6. Not Verifying Documents
Experience certificates, qualifications and other candidate information should be checked before final selection.
7. Ignoring Worker Welfare
Clear contracts, suitable accommodation and transparent employment terms help establish a better employer-worker relationship.
Ethical Recruitment Is Important
International recruitment should be transparent for both employers and workers.
A responsible recruitment process should ensure:
- Genuine job offers
- Clear employment contracts
- Accurate salary information
- Transparent employment conditions
- Proper documentation
- Legal work authorization
- Respect for worker rights
- No misleading promises
- Proper communication before departure
Pakistan’s BEOE advises prospective overseas workers to avoid unlicensed recruiters, unauthorized representatives and employment arrangements involving tourist visas.
For employers, ethical recruitment can also help reduce turnover and build a more reliable workforce.
Frequently Asked Questions
Can Turkish companies hire workers from Pakistan?
Yes, Turkish companies can employ foreign workers subject to Türkiye’s applicable work-permit and international labour-force requirements. Foreign workers generally need a valid work permit or an applicable exemption to work legally.
Can Turkish companies recruit skilled Pakistani workers?
Yes. Pakistani recruitment agencies can source candidates across technical, construction, manufacturing, engineering and other occupations, subject to the employer’s requirements and Turkish regulations.
Do Pakistani workers need a work permit for Türkiye?
Generally, foreign workers need a valid Turkish work permit or applicable work-permit exemption.
How does a Pakistani worker apply for a Turkish work permit from Pakistan?
For an overseas application, the worker first applies at the relevant Turkish embassy or consulate and receives a 16-digit reference number. The Turkish employer then uses that reference number to submit the work-permit application through the relevant system.
How long can a first Turkish work permit be valid?
The Turkish Ministry of Labour states that a temporary-dependent work permit can be issued for up to one year at the first application, subject to the employment and other applicable conditions.
How long does the work-permit evaluation take?
The Ministry states that duly completed applications are generally evaluated within 30 days, provided the required information and documents are complete.
Can a Turkish company recruit workers in bulk from Pakistan?
Yes, a recruitment agency can organize bulk candidate sourcing, screening, interviews and trade testing. However, each worker must still meet the applicable Turkish and Pakistani legal requirements.
How can a Turkish company start recruiting Pakistani workers?
Start by preparing a detailed manpower demand and contacting a licensed Pakistani Overseas Employment Promoter. The employer should then verify the recruitment agency, candidate requirements and applicable Turkish work-permit procedures.
Final Thoughts
For Turkish companies looking for skilled international talent, recruiting workers from Pakistan can provide access to candidates across construction, manufacturing, engineering, technical trades and other industries.
The key to successful international recruitment is planning.
A Turkish employer should begin with a clear manpower requirement, choose a properly licensed recruitment partner, source and screen suitable candidates, conduct interviews and trade testing where appropriate, prepare employment contracts, and then complete the applicable Turkish work-permit and visa procedures.
Working with an experienced recruitment agency can make the process more organized by connecting the employer with qualified candidates and coordinating recruitment activities in Pakistan.
Greenland Overseas provides overseas manpower recruitment services from Pakistan, including candidate sourcing, screening, trade testing, interviews, documentation, visa support and deployment assistance.
Looking to Hire Skilled Pakistani Workers?
Greenland Overseas
Employer WhatsApp: +92 300 111 4598
Employer Email: employer@greenlandoep.com
Website: greenlandoep.com
You can also use the company’s Contact Us page to submit your manpower requirements.