Recruitment and hiring

Several years ago, Ansaldo STS introduced sophisticated IT tools to its global recruitment process so that each recruiter has access to a single database of CVs gathered from a variety of sources. This made it possible to increasingly minimise the use of employment agencies and head hunters.

 

An agreement signed in 2014 with LinkedIn enabled the Company to improve Talent Acquisition strategies and achieve positive results both in terms of CVs received, applications considered and employer branding.

The constant updating of the Company profile and publication of news on the Company’s business development (handled by the External Affairs Office) have kept the participation in social networks alive, partly as a result of the new line of editorial content managed by the LinkedIn Narrative Team, consisting of several HR personnel from around the world.

The success of the Ansaldo STS LinkedIn page can be seen from the number of followers which has increased exponentially in recent years, reaching over 70,000 in 2017.

The direct connection between LinkedIn and the Talent Management System (TMS), the internal tool used to coordinate the selection process at global level which was updated in 2017, enables the Company to automatically publish details about vacancies in real time and access a wide network of candidates and CVs which, in 2017, reached unprecedented numbers. This gives the recruiters greater freedom and faster access to candidates. They can monitor specific user targets, narrowing their selection criteria.

In any case, universities, with which Ansaldo STS has forged many partnerships, continue to be a preferential channel for the recruitment and selection of personnel. Thanks to arrangements with universities, and with engineering departments in particular, each year the Company is able to interview and meet top students and new graduates, exemplary young people at the end of their university career who could become the shining lights of Ansaldo STS in the non-too-distant future.

Given the international nature of the Company’s activities and business, personnel, including senior management, are hired on the basis of the specific skills required for the role, regardless of where they are based. However, when projects require many years of maintenance after their roll-out (operation & maintenance), Ansaldo STS prefers to hire local technicians and staff and may seek to hire an entirely local team.

New employee hires and employee turnover

In 2017, 565 new resources were hired by Ansaldo STS (428 men and 137 women). In percentage terms, most new hires were in the under 30s category (+39%); in absolute terms, the 30-50 age group received the most new hires (+355 people).

In terms of geographic location, Central and Eastern Europe and the Middle East recorded the highest number of new hires in absolute terms (+227 people); in percentage terms, Asia Pacific and the Americas were the most significant categories.

Employee hires in 20172017TOTAL
Central and Eastern Europe and the Middle EastWestern Europe The AmericasAsia PacificChina
M.W.M.W.M.W.M.W.M.W.M.W.Total
< 30 37 14 14 8 26 9 35 11 1 0 113 42 155
53% 41% 22% 36% 47% 90% 36% 37% 14% 0% 39% 40% 39%
30-50 126 31 45 10 39 23 59 16 1 5 270 85 355
13% 12% 9% 8% 15% 25% 17% 26% 4% 28% 13% 16% 14%
>50 16 3 8 2 16 4 5 1 0 0 45 10 55
3% 4% 5% 4% 7% 4% 6% 8% 0% 0% 5% 4% 5%
TOTAL 179 48 67 20 81 36 99 28 2 5 428 137 565
12% 13% 9% 10% 15% 18% 19% 27% 6% 19% 13% 15% 13%

Employee turnover in 20172017TOTAL
Central and Eastern Europe and the Middle EastWestern Europe The AmericasAsia PacificChina
M.W.M.W.M.W.M.W.M.W.M.W.Total
< 30 6 2 8 0 6 1 7 3 0 2 27 8 35
9% 6% 13% 0% 11% 10% 7% 10% 0% 22% 9% 8% 9%
30-50 39 8 14 4 25 15 50 13 5 0 133 40 173
4% 3% 3% 3% 10% 16% 14% 21% 21% 0% 6% 7% 7%
>50 20 1 15 1 20 8 15 1 0 0 70 11 81
4% 1% 9% 2% 8% 8% 17% 8% 0%  0% 7% 5% 7%
TOTAL 65 11 37 5 51 24 72 17 5 2 230 59 289
4% 3% 5% 3% 9% 12% 14% 17% 14% 7% 7% 7% 7%

Employee hires in 20162016TOTAL
Central and Eastern Europe and the Middle EastWestern Europe The AmericasAsia PacificChina
M.W.M.W.M.W.M.W.M.W.M.W.Total
< 30  19 11 29 8 14 1 31 9 3 2 96 31 127
33% 50% 38% 50% 26% 11% 39% 38% 50% 29% 35% 40% 36%
30 - 50  140 33 41 10 46 5 44 9 3 2 274 59 333
16% 14% 9% 9% 19% 6% 13% 16% 11% 13% 14% 12% 14%
>50  0 0 5 0 25 7 7 1 37 8 45
0% 0% 3% 0% 11% 8% 7% 10% 0% 0% 4% 4% 4%
TOTAL 159 44 75 18 85 13 82 19 6 4 407 98 505
12% 13% 11% 10% 16% 7% 16% 21% 15% 17% 13% 12% 13%

 

Employee turnover in 20162016TOTAL
Central and Eastern Europe and the Middle EastWestern Europe The AmericasAsia PacificChina
M.W.M.W.M.W.M.W.M.W.M.W.Total
< 30  10 0 5 2 8 0 11 3 4 4 38 9 47
17% 0% 6% 13% 15% 0% 14% 13% 67% 57% 14% 12% 13%
30 - 50  36 4 20 4 19 7 90 13 5 4 170 32 202
4% 2% 4% 4% 8% 8% 27% 22% 18% 27% 9% 6% 8%
>50  14 2 20 4 33 9 67 15 82
0% 0% 9% 4% 9% 4% 34% 90% 0% 0% 7% 7% 7%
TOTAL 46 4 39 8 47 11 134 25 9 8 275 56 331
3% 1% 6% 4% 9% 6% 27% 27% 23% 35% 9% 7% 8%