Search and selection


The people hired from the external labor market are mainly recent university and secondary-school graduates, in particular electrical engineers and technicians with diplomas from vocational schools, mostly in the field of electricity. These are young people, who are assigned roles as professionals, as well as technical and operating employees. They receive the basic training required through post-hiring processes that continue throughout their working life and acquire the specific knowledge and capabilities needed. To a lesser and very targeted extent, the Company also hires resources with experience regarding specific professional roles of the core business (for example, project and program managers, construction site managers, experts in authorization processes, expert environmental impact analysts, technical designers, etc.) or business-support areas (mainly with an economic background).     

Over time, the generational turnover the Company is experiencing and hiring policies entail a decrease in the average age and an increase in the education of the corporate population.  

PERSONNEL COMPOSITION BY SCHOOLING
Percentage of employees as of December 31 2010

  2010 2009 2008 (1)
University degree 19.2 18.0 17.0
High school diploma
46.5 45.6 45.0
Vocational school diploma 16.2 17.0  
Elementary/Middle school
18.2 19.4 21.0

(1) The 2008 figures were calculated only for employees in Italy.

 

The most important channel for finding candidates is the Working at Terna section of the Company’s website, where applicants can insert their CVs . For viewers of the section who would like further information, a dedicated e-mail address is available (hr@terna.it).

When particular profiles are sought or are hard to find, the Company uses channels that are alternative to the website database: lists provided by schools and universities, job meetings, career days, employment agencies, newspaper announcements, and online sites .
The methods and instruments used in the selection process are differentiated according to the profile (recent graduates, junior, middle/expert, senior) and the number of resources sought.

To select recent university and secondary-school graduates, the Company generally uses the assessment center (a series of tests aimed at ascertaining whether candidates possess the basic motivational and behavioral requisites) and one or more interviews aimed at assessing their technical and professional knowledge and capabilities. The assessment center and the first technical/professional interview are often carried out at the same time. Experts from the department or unit concerned participate in the selection process, together with HR specialists, and handle the technical/professional investigation in a methodological framework for which the Human Resources Depart is responsible.   
For the selection of senior resources the Company uses a sequence of interviews that aim to establish whether candidates match overall the profile wanted. The first interview is always handled by HR specialists to identify a short list of candidates who will then be invited for a technical/professional interview. The final interview is carried out by HR personnel and the Heads of the departments to which the resources would be assigned.    

In line with the Company’s policy of transparency and fairness in its relations with stakeholders, at the end of the selection process Terna always informs all the participating candidates of the results, whether positive or negative.