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| | | | | Selection | | | Our Target | | Intesa Sanpaolo looks for motivated employees eager to grow and improve, full of energy and a passion for attaining excellence. For us, people and their professional skills represent a true strategic asset for improving the profitability and competitive advantage of the Group.
We seek to attract bright young people with specific knowledge attained through their course of studies and past work experience, and with the skills and aptitude for working in a team, taking decisions fast and in line with set objectives, dealing with innovation and change, and learning constantly.
| Visit our positions vacant section, check the qualifications requested, and if your characteristics meet our needs, come and join our team!
| Every candidate for us is a person, every person a precious resource! | | | Selection | | | The selection process for high-school leavers and young graduates consists of three stages: | | Stage 1: Pre-selection by an external firm. The aim is to screen potential candidates on the basis of aptitude tests. Stage 2: Candidates that pass stage 1 are then interviewed individually by local or head office HR managers. Stage 3: Candidates that pass the "local" selection process are then tested by the human resources department to assess their cognitive skills (analysis - problem solving - flexible thinking), implementing skills (orientation towards results - initiative - organisational skills), interpersonal skills (communication - influence - team-working - emotional equilibrium).
| | | Capacities assessed during the selection process | | All three selection stages seek to assess candidates on the basis of a defined set of capacities.
In order to attain a suitable assessment, we use a structured selection process aimed at assessing and matching candidates, in terms of personal traits, aptitudes and experience, to the profiles sought. |  |
| For successful candidates, the resulting assessment may later be used as initial input for building
a personal development plan. | | Hence, alongside assessing the suitability of a candidate for recruitment, the selection process is also aimed at gathering information on the intellectual, relational and organisational capacities of the candidate, in order to orient the new recruit's development right from the start.
In this way, the selection process forms the basis for the future personal development of employees, taking inspiration from a selection model focused on recruiting new employees "not for a position but for the Bank". |
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| |  | | | Last updated 05-02-2010 17:32:05 |
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Selection