The recruiting and selection process is centrally managed by the Human Resources and Organization Department which is also responsible for managing relations with schools, universities, employment centers, etc.
The privileged channel through which applications are received is this space in our website where it is possible to submit one’s resume and receive an auto-reply acknowledging a successful submission. In the event that the database does not contain any candidate profile that matches current vacancy requirements, alternate channels are then used: list of names provided by schools and universities, data on other candidate profiles gathered at job meetings/career day events, employment centers, or from newspaper or website advertising.
The methodology and tools used for the selection are diversified depending on the type of profile (newly graduates, junior, middle/expert, senior candidates) and the number of resources required. The assessment center is generally used to select new college and secondary school graduates through a number of attitude-motivation based tests followed by one or more interviews aimed at assessing the technical and professional knowledge and skills. In most cases, the tests given by the assessment center as well as the first technical/professional interview take place at the same time. Experts in the interested field or working in the receiving units, along with HR specialists, are part of the selection team that performs the technical/professional appraisal within a methodology framework which is supervised by the Human Resources Department. With regard to the remaining types of profiles, a series of interviews is conducted to identify any job matching depending on the nature of the position to be filled. The first interview is always conducted by HR specialists who narrow down the candidate pool to a first short list which is used to start technical and professional interviews: the final interview is conducted by HR officers and the Directors/Chiefs of the interested department where the selected candidate is going to work.
The selection process ends in any case with the Selection Board advising all participating candidates of the outcome, whether positive or negative. In the event of a positive outcome, the Management Board will contact the interested party with a hiring proposal.