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How Turkish Companies Can Recruit Pakistani Manpower

How Turkish Companies Can Recruit Pakistani Manpower

Turkish companies working in construction, manufacturing, engineering, hospitality, logistics, shipbuilding, facilities management and other industries may need workers with specific technical skills and international experience.

For employers in Türkiye, recruiting Pakistani manpower can involve two connected processes: finding suitable workers in Pakistan and completing the employment, work-permit and emigration requirements for international workers.

A successful recruitment project therefore starts with a clear workforce requirement and continues through candidate sourcing, screening, interviews, trade testing, selection, documentation, work-permit processing and deployment.

Türkiye’s Ministry of Labour and Social Security states that foreigners generally need a valid work permit or work-permit exemption before starting work in Türkiye.

This guide explains how Turkish companies can organize the recruitment of Pakistani workers and what employers should consider at each stage.

Why Turkish Companies Recruit Pakistani Workers

The right workforce depends on the requirements of the project rather than nationality alone. Pakistani workers can be considered for positions where their qualifications, experience and practical skills match the employer’s requirements.

Potential recruitment categories include:

For companies with several job categories, a structured skilled and semi-skilled workforce supply service can help organize recruitment according to individual trade and experience requirements.

What Turkish Employers Should Decide Before Recruitment

Before contacting a recruitment agency, the Turkish employer should prepare a clear manpower requirement.

The requirement should ideally explain:

For example, instead of requesting simply “50 welders,” a company could specify whether it needs:

The more specific the requirement, the easier it becomes to source candidates who actually match the vacancy.

Step 1: Find a Suitable Pakistani Recruitment Partner

A Turkish company can work with a Pakistani recruitment agency/OEP to source and process candidates.

When choosing a recruitment partner, employers should look at:

The Government of Pakistan’s Bureau of Emigration & Overseas Employment maintains an official List of Overseas Employment Promoters (OEPs), including licensing status and related information. Turkish employers can use this resource when checking a Pakistani recruitment partner.

Check the BEOE List of Overseas Employment Promoters

For companies looking for Pakistani manpower specifically for Türkiye, Pakistan Recruitment Agency for Turkey is a useful starting point for understanding the recruitment services available.

Step 2: Prepare the Employer’s Manpower Demand

Once the recruitment relationship is established, the employer provides its manpower demand and employment conditions.

Pakistan’s overseas-employment documentation includes information such as worker categories, numbers, salary and employment benefits. BEOE’s official forms also refer to documents such as the employer’s Power of Attorney and demand letter.

The employer should make sure that the information is accurate before recruitment begins.

A typical demand may specify:

Requirement Example
Position Welder
Number 50
Experience 3+ years
Skill MIG/TIG
Salary As agreed
Contract Fixed-term
Location Türkiye
Accommodation Employer provided
Transportation Employer provided
Testing Practical trade test
Interview Employer interview

The actual terms should be determined by the Turkish employer and comply with applicable Turkish and Pakistani requirements.

Step 3: Candidate Sourcing in Pakistan

After the manpower requirement is finalized, candidates can be sourced in Pakistan.

A recruitment agency may use:

For technical positions, sourcing should focus on candidates whose previous experience closely matches the Turkish company’s requirements.

For example, an industrial company looking for pipe welders should not treat every person who describes themselves as a “welder” as automatically suitable.

The candidate’s actual experience should be examined.

Recruitment Agency Pakistan describes its overseas manpower recruitment service as covering recruitment of skilled, semi-skilled and other Pakistani workers for international employers.

Step 4: Screen Pakistani Candidates

Candidate screening is one of the most important parts of the recruitment process.

Recruiters can review:

For example, a Turkish manufacturing company recruiting CNC machine operators may want candidates with experience on particular machines, controls or production environments.

A structured candidate screening and selection process can help employers focus on candidates who meet the agreed requirements.

Step 5: Verify Experience and Qualifications

After initial screening, the candidate’s profile should be reviewed against the employer’s requirements.

Depending on the occupation, employers may need to consider:

For regulated or specialized occupations, Turkish requirements may also apply.

The employer and recruitment partner should determine which qualifications and documents are necessary before the final selection.

Step 6: Conduct Trade Testing Where Required

A CV cannot always demonstrate practical ability.

For technical workers, Turkish employers may therefore want practical testing before making a final decision.

Trade testing can be relevant to:

For example, a Turkish engineering or construction company recruiting welders may establish a specific welding procedure and assess candidates against that requirement.

Pakistan’s BEOE procedures provide for trade testing where applicable as part of overseas recruitment arrangements.

This can be especially useful for employers recruiting workers for large industrial or construction projects.

Step 7: Turkish Employer Interviews

Once the candidates have been screened and, where applicable, trade tested, the Turkish company can interview the shortlisted candidates.

Interviews may be conducted:

The employer may ask candidates about:

The final selection should be based on the employer’s legitimate job requirements and the applicable employment rules.

Step 8: Final Candidate Selection

After interviews and assessments, the Turkish employer can finalize the selected workers.

The final candidate list may contain:

At this stage, the employer should also confirm the employment conditions that will apply to the selected workers.

Clear employment terms are important because the worker needs to understand the job before departure.

Step 9: Prepare Employment Contracts and Documents

For work-permit applications in Türkiye, the Ministry of Labour and Social Security lists documents including an employment contract signed by the employer and foreign worker and a passport copy among the information/documents used in the evaluation process.

Depending on the case, documentation can include:

The exact requirements can change according to the occupation, application route and applicable Turkish regulations.

Step 10: Apply for the Turkish Work Permit

This is a critical part of recruiting Pakistani workers for Türkiye.

The Turkish Ministry of Labour explains that foreigners generally must obtain a work permit or work-permit exemption before starting employment in Türkiye.

For a worker applying from abroad, the Turkish process involves two main stages.

Stage 1: Worker Applies Abroad

The foreign worker applies for a work permit at the relevant Turkish embassy or consulate in the country where they are a citizen or legally reside.

The worker receives a 16-digit reference number from the Turkish foreign representative office.

Stage 2: Employer Applies in Türkiye

The worker gives the reference number to the Turkish employer.

The employer then submits the work-permit application through the Turkish Ministry’s electronic system using that reference number.

This distinction is important for Turkish companies because the employer has an active role in the work-permit application.

Türkiye Ministry of Labour – Work Permit Information

How Long Does the Turkish Work-Permit Process Take?

The Ministry of Labour states that duly completed work-permit applications are evaluated within 30 days, provided the information and documents are complete. If additional information or documents are requested, the 30-day period starts from the date the requested material is uploaded.

This should not be confused with the entire recruitment timeline.

The overall process can take longer because candidate sourcing, screening, interviews, trade testing, document preparation, visa procedures and Pakistani emigration formalities occur around the work-permit stage.

Therefore, Turkish employers should plan the recruitment project as a complete process rather than assuming that the 30-day evaluation period represents the entire hiring timeline.

Step 11: Understand Türkiye’s Work-Permit Evaluation Criteria

Turkish employers should also check whether the position and company satisfy the applicable work-permit evaluation criteria.

Türkiye’s Ministry of Labour currently publishes criteria relating to areas including:

For example, the Ministry’s general criteria state that, for workplaces subject to the relevant balance-sheet procedure, the general rule is at least five Turkish citizens employed for each foreign worker for whom a work permit is sought, subject to specified exceptions and exemptions. The Ministry also publishes financial and salary criteria.

These criteria can vary depending on the employer and foreign worker’s circumstances.

Therefore, Turkish companies should review the current official criteria before submitting applications rather than relying on an old checklist.

Türkiye Ministry of Labour – Work Permit Evaluation Criteria

Step 12: Work Visa and Entry to Türkiye

Once the work permit is granted, the foreign worker follows the applicable procedures through the Turkish foreign representative office.

The Ministry explains that, for foreign applications, after a work permit is granted, the foreigner must complete the required fee and visa procedures at the relevant foreign representative office before entering Türkiye.

The worker then travels to Türkiye according to the approved employment and immigration arrangements.

Step 13: Complete Pakistan’s Emigration Formalities

Obtaining a Turkish work permit does not eliminate the Pakistani overseas-employment requirements.

Selected workers may need to complete applicable Pakistani emigration procedures before departure.

BEOE oversees Pakistan’s overseas-employment framework and provides services and information related to overseas employment.

The recruitment agency can coordinate the documentation and required procedures with the selected workers.

For Turkish companies, this is one reason it is useful to work with a recruitment partner familiar with both employer recruitment requirements and Pakistani overseas-employment procedures.

Step 14: Pre-Departure Preparation

Before workers leave Pakistan, the recruitment team should ensure that the required documents and travel arrangements are ready.

Pre-departure preparation may include:

Workers should understand where they are going, who their employer is and what employment conditions apply.

Step 15: Arrival and Deployment in Türkiye

After workers arrive in Türkiye, the employer can coordinate:

Türkiye’s Ministry states that foreign workers arriving through the foreign application route have post-entry obligations, including address-registration requirements, and explains the relevant work-permit procedures.

Recruitment Agency Pakistan also lists deployment and mobilization support among its recruitment services.

Which Turkish Industries Can Recruit Pakistani Manpower?

Pakistani workers can potentially be recruited for many sectors, provided the candidates meet the employer’s requirements and Turkish immigration and employment rules.

Construction

Potential positions include:

Turkish contractors can review the guide on how employers can hire skilled Pakistani workers for construction projects for additional recruitment considerations.

Manufacturing

Manufacturing companies may require:

Engineering and Technical Services

Companies may recruit:

Hospitality

Hotels and hospitality businesses may require:

Employers can also review the guide to hiring Pakistani hospitality workers for a more detailed recruitment approach.

Logistics and Warehousing

Potential positions include:

Skilled vs. Semi-Skilled Pakistani Workers

Turkish employers should define the skill category before recruitment starts.

Skilled Workers

These may include:

Screening normally focuses heavily on qualifications, experience and practical skills.

Semi-Skilled Workers

These may include:

The screening process may place more emphasis on practical experience and job-specific capabilities.

The important point is to define the actual job requirements first rather than trying to fit candidates into a vague job category.

How Much Time Should Turkish Companies Allow?

There is no single recruitment timeline for every Turkish employer.

A practical project may involve:

Stage Planning Consideration
Employer requirements Define positions and conditions
Recruitment partner Confirm recruitment arrangements
Candidate sourcing Find suitable Pakistani workers
Screening Review experience and qualifications
Trade testing Test technical skills where required
Employer interviews Turkish company selects candidates
Documentation Prepare contracts and supporting documents
Work permit Employer completes applicable Turkish procedure
Visa Worker completes relevant visa process
Pakistani emigration Complete required departure procedures
Travel Arrange flights and deployment
Arrival Coordinate joining and workplace orientation

The total time depends on the number of workers, occupation, candidate availability, employer response time, documentation, Turkish work-permit procedures and other government processes.

For large projects, Turkish companies should start recruitment well before the date workers are required on site.

How to Recruit 100 or More Pakistani Workers

Large manpower requirements require more planning than individual hiring.

For example, a Turkish construction project might need:

Position Number
Welders 25
Electricians 15
Plumbers 10
Masons 20
Carpenters 10
Steel Fixers 10
Helpers 10
Total 100

Instead of treating these as one generic recruitment request, each trade can have its own:

For large workforce requirements, bulk manpower recruitment from Pakistan can provide a more structured approach.

What Turkish Employers Should Avoid

Avoid Vague Job Requirements

“Need skilled workers” is not enough.

Provide exact job titles, experience, skills and responsibilities.

Avoid Selecting Candidates Only From CVs

For technical jobs, practical testing can provide additional information.

Avoid Waiting Until the Last Minute

Work-permit and immigration procedures require planning.

Avoid Changing the Requirement After Sourcing Begins

Changes in salary, worker numbers, qualifications or job descriptions can require additional recruitment work.

Avoid Using Unverified Recruitment Channels

Employers should check the status of the Pakistani recruitment partner through the appropriate official channels.

BEOE maintains an OEP database that includes licensing status and other information.

Avoid Treating Work Permit Approval as Automatic

Meeting the requirements does not mean a permit is guaranteed. Türkiye’s Ministry specifically states that work-permit applications are evaluated against applicable criteria.

Fair Recruitment and Clear Employment Terms

Recruitment should not focus only on speed.

International recruitment works better when employers and workers receive accurate information about:

The ILO’s fair recruitment principles emphasize transparent recruitment, accurate information and respect for workers’ rights.

For employers, clear employment information can also reduce misunderstandings after workers arrive in Türkiye.

How Recruitment Agency Pakistan Can Help Turkish Companies

Recruitment Agency Pakistan provides recruitment support for international employers seeking Pakistani manpower.

Its services include areas such as:

Turkish companies can learn more about Pakistan recruitment agency services for Turkey and submit their manpower requirements for discussion.

The agency can also support employers seeking Pakistani welders, fabricators and technicians for technical projects.

A Simple Recruitment Process for Turkish Companies

The overall process can be summarized as:

1. Define manpower requirements
↓
2. Choose a suitable Pakistani recruitment partner
↓
3. Prepare employer demand and job documents
↓
4. Source Pakistani candidates
↓
5. Screen CVs and experience
↓
6. Verify qualifications and documents
↓
7. Conduct trade testing where required
↓
8. Turkish employer interviews candidates
↓
9. Final candidate selection
↓
10. Prepare employment documentation
↓
11. Complete Turkish work-permit procedures
↓
12. Complete applicable visa procedures
↓
13. Complete Pakistani emigration formalities
↓
14. Arrange travel and deployment
↓
15. Workers arrive and join the Turkish employer

The exact sequence can vary according to the occupation, employer and applicable Turkish and Pakistani requirements.

Frequently Asked Questions

Can Turkish companies hire workers directly from Pakistan?

Yes, Turkish employers can recruit foreign workers from Pakistan, but the recruitment and employment process must follow the applicable Turkish work-permit and immigration requirements as well as Pakistani overseas-employment procedures.

Do Pakistani workers need a Turkish work permit?

Generally, yes. Türkiye’s Ministry of Labour states that foreigners within the scope of the relevant law must obtain a work permit or work-permit exemption before starting work.

Who applies for the Turkish work permit?

For workers applying from abroad, the worker first applies through the relevant Turkish foreign representative office and receives a reference number. The Turkish employer then uses that reference number to submit the employer-side work-permit application.

How long does the Turkish work-permit evaluation take?

Türkiye’s Ministry states that duly completed applications are evaluated within 30 days, provided the information and documents are complete. This does not represent the entire recruitment or immigration timeline.

Can Turkish companies recruit Pakistani welders and technicians?

Yes, subject to the employer’s requirements and applicable Turkish work-permit rules. Technical positions may involve experience verification, interviews and practical trade testing.

How can a Turkish company find a Pakistani recruitment agency?

Employers can review the BEOE’s official OEP list and verify the recruitment partner’s licensing status before proceeding.

Can a Turkish company recruit hundreds of Pakistani workers?

Yes, large manpower projects can be organized by trade and job category, with separate sourcing, screening, testing and interview stages where necessary.

Does a Turkish company need to provide a job description?

A detailed job description is strongly useful because it allows the recruitment partner to source and screen candidates against specific requirements.

Final Thoughts

Recruiting Pakistani manpower can give Turkish companies access to a broad pool of workers across construction, manufacturing, engineering, technical services, hospitality, logistics and other industries.

But successful recruitment is more than simply finding CVs.

The process works best when the Turkish employer starts with a clear manpower requirement, selects an appropriate Pakistani recruitment partner, screens candidates carefully, conducts trade testing where necessary, completes employment documentation and follows the applicable Turkish work-permit process.

For workers applying from abroad, Türkiye’s official procedure involves the foreign worker’s application through a Turkish foreign representative office followed by the Turkish employer’s work-permit application using the resulting reference number.

Turkish companies should also check the current work-permit evaluation criteria before starting a large recruitment campaign, because employment, financial and salary requirements can affect whether an application can proceed.

For Pakistani recruitment, employers can use the official BEOE OEP database when checking recruitment partners and should plan sufficient time for both recruitment and immigration procedures.

If your Turkish company needs skilled, semi-skilled or technical Pakistani workers, you can learn more about recruiting Pakistani manpower for Turkey and discuss your workforce requirements with Recruitment Agency Pakistan.

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