Several years ago, Ansaldo STS introduced sophisticated IT tools to its global recruitment process so that each recruiter had a single database of CVs gathered from a variety of sources. This made it possible to increasingly minimize the use of employment agencies and head hunters.
An agreement the company signed in 2014 with LinkedIn enabled it to improve talent acquisition strategies and achieve positive results both in terms of CVs received, applications considered and in terms of employer branding. Using the LinkedIn license, Ansaldo STS has continued to renew and promote the company image by publishing news, information and commentary on a regular basis.
Furthermore, the constant updating of the company profile and publication of news on the company’s business development (handled by the External Affairs Office) keep the participation in social networks alive, also as a result of the new line of editorial content managed by the LinkedIn Narrative Team, consisting of several HR personnel from around the world. Thanks to this initiative (launched in 2015 and developed throughout 2016), our corporate culture has been spread outside the group.
Indeed, while Ansaldo STS had 13,000 followers in 2014, its popularity sharply increased in 2016, reaching 60,000. LinkedIn offers two advantages to the company: access to millions of profiles and selection of the best candidates, building up an increasingly extensive and specialized database, as well as allowing potential candidates to learn about the company, its business and organizational culture.
The direct connection between LinkedIn and Team Management System (TMS) the internal tool used to coordinate the selection process at global level, means the company can automatically publish details about open positions in real time and access a wide network of candidates and CVs. This gives the recruiters greater freedom and faster access to candidates. They can gain a greater understanding of and monitor specific user targets, narrowing their selection criteria. In 2016, thanks to the connection between LinkedIn and TMS, the recruitment database gathered over 23,000 CVs, setting an unprecedented record in the management of job candidates for Ansaldo STS.
Universities, with which Ansaldo STS has forged many partnerships, continue to be a preferential channel for the recruitment and selection of personnel.
Given the international nature of the company’s activities and business, personnel, including senior management, are hired on the basis of the specific skills required for the role, regardless of where they are based. Moreover, when projects require many years of maintenance after their roll-out (operation & maintenance), Ansaldo STS prefers to hire local technicians and staff and may seek to hire an entirely local team.
Throughout the entire group, 505 employees (407 of which men and 98 women) were hired in the following categories in 2016: 1 manager, 1 junior manager, 452 white collars and 51 blue collars.
The following table illustrates the number of new hires by gender, area of geographical origin and age:
|Central and Eastern|
Europe and the
|30 – 39||87||29||32||5||23||5||27||6||3||2||172||47|
|40 – 49||53||4||9||5||23||0||17||3||6||0||102||12|