Despite being one of the oldest banking institutions in Italy, Intesa Sanpaolo is not scared to move with the times. In fact, the bank is growing so fast that it is actively seeking new recruits that can hit the ground running.
“People who join Intesa Sanpaolo must have energy and motivation,” explains Giacomo Castri, head of recruitment at Intesa Sanpaolo. “They have to be open minded and be ready to work in a company that is changing every day.”
With foundations that are built on integrity, transparency and equality, Intesa Sanpaolo believes that each employee has a valuable role to play. Therefore, how it communicates externally, and internally, has the most profound impact on its business.
“People who join Intesa Sanpaolo must have energy and motivation. They have to be open minded and be ready to work in a company that is changing every day.”
Moving away from traditional recruitment techniques
With that in mind, Castri says that Intesa Sanpaolo’s recruitment methods and forward-thinking approach to talent acquisition have changed dramatically in the last three years. In fact, he says that Intesa Sanpaolo’s use of LinkedIn Talent Solutions has enabled the bank to be a leader, a protagonist, attracting “relevant” and “professional” candidates for the forward-thinking business. And even from non-traditional markets.
“Two-and-a-half years ago, we were using the same recruiting techniques,” says Castri. “We have moved away from traditional recruitment methods to a more strategic way of hiring people using social networks and leveraging our brand to attract and engage the right people.”
“We have moved away from traditional recruitment methods to a more strategic way of hiring people using social networks and leveraging our brand to attract and engage the right people.”
Finding the right path for the business and candidate
When recruiting, LinkedIn Talent Solutions is Intesa Sanpaolo’s “first source”. Castri continues: “With LinkedIn, we can act like hunters, we can create real relationships with potential candidates and create a pool of talented individuals.”
Francesca Massarotto concurs. She is responsible for employer branding at Intesa Sanpaolo, a challenging and demanding role that she relishes.
“I match people’s dreams with the needs of the business, and I love it,” Massarotto enthuses. “What I like most is to guide people and advise them about the path they need to go through to achieve their goals. The most challenging part of my role is to respect the company’s deadlines and timeframes whilst also ensuring that the candidate has a great and positive experience.”
“I match people’s dreams with the needs of the business, and I love it.”
The bank blossoms: Be smart and watch your hires grow
Company culture is paramount to Intesa Sanpaolo. In recent years, the bank has worked hard to improve the working environment for all employees. For example, flexible working has been introduced. Potential candidates see this as an attractive proposition.
“I want to help this company to become a unique place to work,” continues Castri, who admits to falling into HR by accident. “I had been working at Intesa Sanpaolo for more than two years within retail when I was approached to train new hires.”
It was the beginning of a long and amazing journey for Castri who soon worked his way up through the business. Today, legacy is important to Castri – he manages 31 people and is inspired by seeing people grow.
“Our recruitment strategy has changed a lot in recent years. Every day, when I meet the people that I have hired, and when I see their successes, I recognise my team and myself in each of them. Of course, then I am inspired by the growth of people in my own team.
“With LinkedIn, we can act like hunters, we can create real relationships with potential candidates and create a pool of talented individuals.”
“Intesa Sanpaolo is a leader in the banking sector. We are innovative and can make things happen,” Castri continues. He explains that in the last two years, the bank has been making strides in its recruitment, creating professional roles and head hunting talent from non-financial markets. As a result, it finds the talent market even more competitive than before – it means that Intesa Sanpaolo must be smart in its thinking and recruitment processes.
LinkedIn allows Massarotto to be smart. She concludes: “LinkedIn is a valuable resource. On LinkedIn, we have the chance to share videos and information about the group’s new businesses to specific audiences. Plus, we have the ability to let candidates know more about what it’s like to work at Intesa Sanpaolo. And if they like our approach, we encourage them to join us.”