Attraction and selection
We search for the most talented people, and to do this we have ongoing co-operations with the best universities in Italy, actively participating in on-campus recruitment drives and giving students and young graduates the opportunity to meet and talk with our managers directly in our offices, to receive guidance and support in their training and professional decisions. In addition to targeted meetings we provide final year university students with the opportunity to finish their training course with real work experience through curricular internships.
We are also active in employer branding initiatives. In 2018, we launched and concluded a new project, continuing on the path started with the analysis of company engagement, called Move Beyond, whose objective was improving internal communication.
In this context, the social networks play an important role from the point of view of communication and the ability to attract talent. We are building our presence on the main channels to make the processes of selecting and attracting talent more efficient: in particular, we have opened a section dedicated to recruiting on LinkedIn, the main social channel dedicated to the world of work.
CSR AWARD ATJOB FOR NEXTGEN
In 2019, at the Job For NextGen event, Mediobanca was awarded the CSR Award 2018 prize assigned to companies that have promoted initiatives to help provide guidance to young people approaching the workplace, as recognition for the sensitivity and commitment we have shown to the new generations.
Evaluation systems and career progression
Once selected, it is important that people are put in a position to grow to the best of their ability. Among the different tools adopted, the Performance Evaluation is a performance evaluation system based on verification of attainment of the professional, management, personal and company development objectives agreed with their manager at the start of the every year.
The evaluation is based on numerous variables, including: the quality of the skills acquired and performance of the individual, the internal process and learning in the field, mastery of the role, the attitudes and potential of the individual as well as respect for the rules of conduct defined by the group.
The career progression process is closely related to the evaluation process. Based on the results achieved and experience acquired, the employees may be offered a new role in the organisation, move to a new contract level or be assigned a new corporate title.