A leading Italian banking & insurance group with a stable and expanding presence abroad has started to revamp its brand image. The strategic goal is to present itself on the market as reliable, lean and innovative, to involve an increasingly more comprehensive platform of potential customers. Innovate and self innovate are critical elements of internal and external choices.
The challenge
The challenge is to support the Recruiting and Development Team in creating a single process to manage hirings through three typical business factors:
The context
The company is quite complex, given its multiple business areas and its broad nationwide network. Therefore, recruiting and hiring have had to meet considerably diverse clients' needs and expectations.
Required competencies
The peculiarities of some positions require flexibility and timing, not miss exciting applications. The company needs to hire high-potential candidates - even in terms of transversal competencies - who will help the company change and innovate now and in the future.
Processes in place
Change management has had to consider the different perspectives and habits of the actors involved, even due to the acquisitions and integrations over the years that have not had much to do with a straightforward process.
The solution
The project was divided into two phases: identifying a customized assessment template and implementing the process to combine result consistency and a high degree of flexibility in the management and methods.
The assessment phase's definition stemmed from the analysis of different candidates, and possible screening approaches: individual for high profiles and in small groups for highly-specialized positions and group assessments for large hirings.
The proposal of activities has been carried out by guaranteeing the exploration of competencies in the organization model, depending on the different positions and the pre-screening tools used within the company (skill or aptitude tests).
We then moved to create a modular structure that might flexibly meet the different needs, customizable with adjustable length ranging between one day and two hours, with a choice of various and adaptable activities.
Core beliefs are still able to provide consistency in drafting profiles and in comparing different applications.
A specific version has been created to define organizational stages and provide insights along the different moments of professional development.
Following the current health situation, all activities have been converted to virtually-delivered ones by using a flexible, interactive, and secure platform that ensures continuity with the same quality levels.
Result
Choosing to work closely with the Recruiting and Development Direction and tailor-making every single activity has provided a model in line with the organization's needs and has offered candidates first-hand experience fully in line with the company's culture and values and insights into the organization's environment and expectations, with an overall improvement of the experience (Support to Brand Reputation).
The modular structure has provided every actor involved with prompt and suitable answers from an internal perspective, encouraging the shift to a phase of process harmonization.
Finally, the drafting of structure and easy-to-read profiles has improved the service's perception by the line structure and helped choose candidates consistently and adequately.
Consulting Screening, evaluation, assessment
