Join Jonoobgan
Kerman Zamin Chemical IndustriesHow to Get a Job at Jonoobgan Company?
Recruitment Process at Jonoobgan
We announce our job openings on social media platforms according to the type of position available. Interested candidates are invited to submit their résumés, all of which are carefully reviewed. After the initial screening, we arrange interviews with shortlisted applicants to identify the most qualified individuals.
Depending on the role, candidates may go through several stages of the recruitment process. Although our hiring procedure may appear rigorous, our main objective is to attract competent and committed professionals. We believe that by exercising precision and care during recruitment, we can minimize potential challenges throughout future collaboration.
The key criterion in our selection process is determining whether a candidate can align with Jonoobgan’s core values and organizational culture. Regardless of one’s skills or expertise, long-term cooperation is only possible if this alignment exists.
What Qualities Should Applicants Have to Join Kerman Zamin Company?
- They should first be honest with themselves and then with Jonoobgan, so that together we can provide sincere and trustworthy services to our customers.
- They should be genuinely dedicated to their work, and ensure that their efforts are always honest and ethical.
- They should be eager to learn and show consistent determination in their work.
Summary of the recruitment process at Jonoobgan
How Do We Assess Behavioral Competence?
What is very important to us at Jonoobgan is to attract individuals who first of all understand their own abilities and character. In other words, they should be aware of what strengths they bring and why they are applying for a particular position.
At Jonoobgan, we aim to attract individuals who are genuinely hardworking and thoughtful, so that they can grow professionally, while the company also benefits from their progress.
Does Jonoobgan also hire fresh graduates or entry-level candidates?
Yes, for some organizational positions, we actually prefer candidates with no prior work experience, provided they possess the basic qualities and traits we are looking for.
We provide full training for all remaining skills and guide their growth in accordance with our expectations.
Currently, in some departments of the company, we have started recruiting individuals who are still students and have not yet graduated. They work as interns, and our goal is twofold: first, to allow them to acquire practical training related to their field of study and work, and second, to enable them to grow through their dedication and perseverance. After graduation, we can then rely on them to contribute to various projects and departments within the company.
How Are Resumes Screened at Kerman Zamin?
When a request for a new position is submitted to the Human Resources department, we first review the specific duties and responsibilities expected for the role. Next, we determine the type of candidate required, including their experience, education, and key qualifications. After this, the job advertisement is prepared and published.
Once résumés are received from applicants, we begin screening them based on pre-defined criteria. During this stage, some résumés may be set aside; however, this does not mean they are ignored. They are carefully reviewed to determine which positions they may be suitable for and are then filed in relevant departments or for other roles, so they can be referenced when needed in the future.
After the initial review of resumes, if the candidate is located in our city, we arrange an in-person preliminary interview with the Human Resources team. If the candidate is based in another city, the initial interview is conducted over the phone. Should an in-person meeting be necessary, it is scheduled accordingly.
During the initial interview, a set of specific indicators is assessed. For example, if the position requires strong negotiation skills, we evaluate how the candidate negotiates and communicates. We also observe whether the candidate appears energetic or lacks enthusiasm, and whether they demonstrate a strong or weak temperament. These aspects, evaluated by the Human Resources team, naturally lead to further screening of résumés.
In the next phase, we move to technical interviews, which are conducted in the presence of department managers. Candidates may also be required to complete tests or assessments to evaluate their job-related abilities; all of these are conducted in the second phase. Finally, the results are reviewed by the Human Resources committee, and a decision is made regarding the candidate’s employment.
What are the core values and organizational culture at Jonoobgan?
Jonoobgan is a reputable brand with 30 years of positive history. The company’s top priority is to maintain and continue this positive track record, which has been built through 30 years of dedication by its founders, managers, and staff. As our slogan is “Friend of the Farmer,” the culture of friendship must also be upheld within the organization, so that this spirit of cooperation can extend outside the company. However, this is a constructive and purpose-driven friendship aimed at organizational growth and sustainability, not a detrimental friendship based on unnecessary obligations or hidden agendas.
The most important culture established at Jonoobgan is the culture of change. Everyone at the company understands that we must adapt and evolve, because in the current environment, failure to change means being left behind.
The foremost value at Jonoobgan is honesty — both in our actions and in our words.
The second important principle is that we consider ourselves members of one family and work together like a family. Everyone collaborates hand in hand, striving to grow and elevate the “family” as a whole.
