Credem aims to hire over 2017 young people by the end of 120, of which 25 in Information Technology. The institute has already recruited a total of 179 people in the first six months of 2016 (60% young people) with a growth of 3% y/y. In the last three years, on the other hand, around 600 were hired (over 60% young people) with a growth in the workforce of 6,2% (*). Thus the Group's internal growth strategy continues through important investments aimed at strengthening the workforce and training and professional development activities.
"We believe that people are the main key to success in a company," said Andrea Bassi, head of human resources management at Credem. "Motivation, dedication to work, affinity with the Group's values, passion and responsibility are the characteristics that allow us to sustain results over time and are the aspects on which we focus the most", continued Bassi. "We believe that being a truly innovative company in the coming years means knowing how to manage the change underway by combining the use of technology with the human component to make this combination a factor of success and loyalty in managing customer relations", he concluded Bassi.
The open positions mainly concern Lombardy, Emilia Romagna, Lazio, Campania, Calabria and Sicily. The strengthening of some areas of central management is also envisaged, such as, for example, Information Technology.
The research is aimed at graduates and graduates in economics, science and law. As far as the commercial area is concerned, new recruits will be able to become managers of private customers and small businesses with subsequent managerial growth as branch manager. Within the central management, the people inserted will be able to cover roles with gradually increasing responsibilities, on the basis of a path developed according to personal abilities and aptitudes.
The selection process initially involves a video call and then a day of group interview. The aim will be to evaluate the aptitudes of the candidates, career expectations, motivations and the consistency of all these elements with the corporate values. In the selection phase, behavioral aspects, knowledge of the English language, the digital world and office automation packages will be privileged, in line with the Group's standards of technological innovation.
Each entry into the company involves an on-boarding project with personalized communications and training, in addition to the initial coaching by an expert to facilitate the onboarding of new hires. Over the last 18 months, the Group's selection activity has been particularly intense and this trend will continue in 2017 as well. Credem took part in 25 Job Days throughout Italy, meeting almost 3 young people, for a total of 428 days of selection.
The Group has always invested significant resources in training and professional growth at all career levels. In the first six months of 2016, in particular, 22.800(**) days of training were provided, around 4 days on average per person, both technical-regulatory and on soft skills, with a specific focus on supporting personal and professional development (courses on coaching and self-empowerment).
Job rotation is also very important in the development of transversal skills, in the training and motivation of people. In the last four years, 57% of new hires have held a role other than the one with which they began their professional career at Credem.
