Selection
process

All the steps required to join our team

The selection process in Fondazione Poliambulanza provides for different passages aimed at a mutual acquaintance and identifying the professional skills of greater interest for the activities carried out. This path is subdivided into the following phases:

Curricula screening
Aptitude assessment
Interview with the functional manager
Hiring and Onboarding

1. Curricula screening

In relation to the required professional profile, Human Resources specialists assess the curricula of potential candidates among the ones received from careers section of the company page. Once the profile is shortlisted in line with the organisational role to be performed, the recruitment phase becomes accordingly operational.

2. Aptitude assessment

The aptitude assessment consists of an individual interview, in which we assess, whether the candidate is endowed with the set of skills or cross-cutting competences required by the job. During the interview aspects, such as expectations, motivations, professional training path and work experience are evaluated.
In specific cases, the individual interview may be replaced by group selections by using multi-technical procedures and a heterogeneous committee of evaluators.

3. Interview with the functional manager

The following step provides for the involvement of the Head of Department / Office / Service, in which the candidate shall be inserted for an accurate assessment of technical-professional aspects. The staff pertinent to nursing and technical-health area and support healthcare professionals are directly assessed by the Nursing and Technical Office.
At the end of this phase, each candidate is informed about the outcome of the selection.

4. Hiring and Onboarding

The successful candidate is then contacted by Human Resources, in order to formalize the professional proposal and the start-up of the insertion process.