The Selection Process

JUNIOR PROFILES

The selection process for junior, student and recent graduate profiles is divided into seven steps. Start by sending in your CV!

1.    Application
The first step is to send us your CV if you want to be considered as a candidate for an internship or a job with the Group. Check which positions are open and apply online. 
If there are currently no positions that interest you or that are in line with your profile, you can still register your profile.

2.    HR Screening
The HR Team carefully assess the CVs they receive and single out those that are most closely match the requirements for the open position. If your profile fits the position, you will be contacted by telephone, e-mail or Skype.
During the screening stage, our HR Team look for the following things:
•    academic achievement and specialisation;
•    good knowledge of English, preferably with certification (IELTS, TOEFL, TOEIC, CAMBRIDGE);
•    Erasmus experience gained while a student;
•    knowledge of other languages;
•    willingness to travel nationally and internationally.

3.    Assessment Center & Interview
The candidates identified during the screening process will be invited to participate in more in-depth assessment activity, which employs different methodologies: selection assessment center and interviews on motivation and aptitude.
On the day of selection and evaluation (Assessment Center), the candidates participate in group and individual activity so that the Team can make a broad assessment in a relatively brief time and create profiles related to aptitude, behaviour, soft skills and the ability to work in a group on different subjects with varying levels of difficulty and within the time frame assigned.
Following this stage, candidates are interviewed individually on their aptitude and motivation. This provides an opportunity to clearly outline interests and expectations regarding a training and career path at Salini Impregilo.
Tests to evaluate candidates' knowledge of English will be carried out during the course of the day.

4.    Short List
The Assessment Centers and the motivational and aptitude interviews determine the selection of short-listed candidates who have been evaluated positively during the various testing stages and who can move on to the next part of the selection process.

5.    Technical Interview
The short-listed candidates are called for a technical interview carried out by the Head of Business / Line Manager for the position in question. This interview aims to evaluate the specific competencies needed for the open position.

6.    Selection Feedback
All of the candidates, whether they pass the tests or not, receive feedback on the results of the selection process. Feedback usually arrives within one month of the first telephone or e-mail contact with the Group. 

7.    On Board
The candidates who pass the selection process enter Salini Impregilo under the supervision of expert tutors who are able to guide their educational progress. They also have the support of the HR Team, who are tasked with accompanying the candidates during the initial placement period.

SENIOR AND PROFESSIONAL PROFILES

The selection process for candidates who have already acquired significant work experience is divided into six steps. 
The selection may be handled directly by Salini Impregilo or by recruitment agencies and executive search firms (headhunters) appointed by the Group to identify candidates for specific positions.

1.    Application
The first step is to send us your CV if you want to be considered as a candidate for an internship or a job with the Group. Check which positions are open and apply online. 
If there are currently no positions that interest you or which are in line with your profile, you can still register your profile.

2.    HR Screening 
The CVs received are carefully assessed to identify those that are most closely match the requirements for the open position. During the screening stage, the main things our HR Team are looking  for include:
•    educational qualifications and specialisation;
•    professional experience - industry, type and duration;
•    certifications;
•    language skills;
•    willingness to travel nationally and internationally.
If your application matches the open position, you will be contacted by telephone, e-mail or Skype to confirm your interest.

3.    Individual Interview
The first interview is generally conducted by the Head of HR or senior HR Team members and is aimed at assessing the motivational and professional characteristics of the candidates as regards the open position. During the interview, the candidates' professional experience and expectations of the new job opportunity are carefully assessed. 

4.    Technical Interview
The technical interview is conducted by the Business / Line Manager of the position in question and is aimed at making an in-depth assessment of the candidates' technical/specialised competencies: professional history, roles covered, results, know-how and certifications.
There may be more than one technical interview depending on the characteristics of the role in question.

5.    Final Feedback
At the end of the selection process, the candidate whose profile and interview performance most successfully matches the position is contacted by the Group to formalise the offer. All of the candidates involved in the selection process receive feedback.

6.    On Board
Once the Group's offer is accepted, the HR Team follows and supports the selected candidate during the initial placement period.