5 Good practices for a successful recruitment in Italy
In an international labour market characterised by a diverse pool of talent, recruiting successfully has become very complex. If finding and recruiting the right person who will be able to fit in and bring added value to your company is already complex in your home market, doing it internationally proves even more difficult, if only in terms of physical distance.
To maximise your chances, here are our 5 good practices!
1. Defining the company vision and recognising the challenges inherent in the position
Before starting an international recruitment activity, it is essential to clearly define the vision and project internally.
This includes ensuring that all those involved in the recruitment process are aligned with the challenges and opportunities of the position. This will maximize the chances of success, but it will also allow you to present candidates with a clear vision of the challenge and issues related to the position.
2. Clear description of the position and its challenges
The recruiting process is very complex, especially in an international environment, as the responsibilities of recruiters are twofold: identifying the perfect candidate for the position and role sought, but also finding talent whose values are aligned with those of the company.
In order to maximize returns, it is therefore essential to clearly define the role, responsibilities and requirements (hard skills), but at the same time to identify the fundamental soft skills that the candidate must have in order to integrate into the organization.
3. Targeted publication of advertisements on relevant platforms
Once the role and the tasks required for the open position have been defined, it is crucial that an immediate, short and clear advertisement is drafted. This must contain a precise, if not excessively long description, to which the soft and hard skills essential for the role must be associated, as well as the company’s core values.
4. Efficient screening
To be successful in an international recruitment phase, efficient screening of the profiles identified is essential. In this sense, it is necessary to distinguish two phases of the recruiting process:
a) Pre-selection, necessary to filter out unqualified candidates at the beginning of the process. Here, simple criteria will be assessed.
b) Interview phase, in which the candidates, their knowledge and skills are examined in depth. Here, complex criteria are assessed.
5. Feedback cycle
Following the two recruitment phases, it is crucial to provide constructive feedback to candidates, even those who have not been selected, to enable them to improve and to maintain a positive opinion of the company. In this sense, offering a positive experience to candidates, regardless of the outcome, is important both to maintain a good brand of the company and to keep the profile warm, which may not have proved ideal for the specific role being applied for, but which may be a good profile for the future.
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All in all, when approaching international recruitment, it is always best to get in touch with experts in the target market who will be able to approach it in the best possible way depending on the culture and context in which you want to hire employees.
In the context of the Italian labour market, in particular, it is crucial to offer an attractive perspective, which is not summed up in a simple salary: today’s candidates (especially Millennials and Generation Z) have motivations that go beyond the mere financial aspect, but are interested in projects, challenges, the working environment and team cohesion, among other things.
Our HR experts at ALTIOS Italy can assist you in your recruitment project, advising you on the best market approaches and answering all your questions from a management and payroll perspective.
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For more information on international recruitment and personnel management, contact Jhuliana Zamorano: j.zamorano@altios.com