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Our selection process

The Terna Group Recruiting and Selection process is overseen by Human Resources with contribution and involvement of the organisational structure for which the recruitment is being carried out.

Its output is the identification of the short-list of potential candidates for selection, by searching for curricula in the corporate data bank, populated by the flow of applications recorded on the corporate website, in line with the characteristics sought.

In the context of a single selection, all the candidates are subjected to the same types of tests and, more generally, the selection is performed in accordance with the indications provided in the Code of Ethics.
Learn more about the selection process that concerns you.

Stage 1
Initial interview to ascertain possession of the requisites of the profile required in terms of conduct and motives/values.

Output: short-list of people suitable for Stage 2

Stage 2
Technical/professional-managerial interview to ascertain possession of the requisites of the profile required in terms of technical-professional and managerial aspects.

Output: short-list of people suitable for Stage 3

Stage 3
Final managerial interview to arrive at the final outcome of the selection starting from the assessments acquired in the previous stages and in the light of the overall profile sought identifying the classification list of people suitable for employment and those which are not.

Stage 1
“Preliminary Assessment” (batteries of tests, structured trials, motivational interview) or “Initial Interview” to ascertain possession of the requisites of the profile required in terms of conduct and motives/values.
The choice whether to use the Assessment or the individual Initial Interview depends on the number of positions to be covered for each profile being selected.

Output: short-list of people suitable for Stage 2

Stage 2
Technical/professional-managerial interview to ascertain possession of the requisites of the profile required in terms of technical-professional and managerial aspects.

Output: short-list of people suitable for Stage 3

Stage 3
Final managerial interview to arrive at the final outcome of the selection starting from the assessments acquired in the previous stages and in the light of the overall profile sought identifying the classification list of those suitable for employment and of those which are unsuitable.

Stage 1
“Preliminary Assessment” (batteries of tests, structured trials, motivational interview) to ascertain possession of the requisites of the profile required in terms of conduct and motives/values.

Output: short-list of people suitable for Stage 2

Stage 2
Technical/professional-managerial interview to ascertain possession of the requisites of the profile required in terms of technical-professional and managerial aspects, drawing up the classification list of those suitable for employment and those who are unsuitable.

Stage 1
“Preliminary Assessment” (batteries of tests, structured trials, motivational interview) to ascertain possession of the requisites of the profile required in terms of conduct and motives/values.

Output: short-list of people suitable for Stage 2

Stage 2
Technical/professional-managerial interview to ascertain possession of the requisites of the profile required in terms of motivational, technical-professional and managerial aspects.

Output: short-list of people suitable for Stage 3

Stage 3
Preliminary medical examination, with positive outcome necessary before passing to practical test.

Output: short-list of people suitable for Stage 4

Stage 4
Performance of practical test and integration of the outcomes of the various tests in order to draw up the classification list made up of those suitable for employment and those who are unsuitable.