Whether you are taking your first steps into the world of work or already have solid professional experience, our selection processes are designed to offer you the best possible experience and ensure that you gain useful information for your career path through discussions with recruiters and managers.
Our corporate culture is based on team spirit, the exchange of ideas and continuous learning, and it is these values that permeate our selection processes, innovative and digital paths differentiated according to the seniority of the profiles sought, through which candidates can deploy their skills and talents in dynamic and engaging tests such as business games and tech talks.
Our corporate culture is based on team spirit, the exchange of ideas and continuous learning, and it is these values that permeate our selection processes, innovative and digital paths differentiated according to the seniority of the profiles sought, through which candidates can deploy their skills and talents in dynamic and engaging tests such as business games and tech talks.
To identify the best candidates, we use various recruitment channels depending on the type of profile sought. The most important is Poste Italiane’s own database, which can be accessed by everyone to upload their CVs. The company, on the basis of its indisputable assessment, it may only contact those candidates it deems are in possession of the requirements (for example, academic qualifications, accrued professional experience, specialisations) sought as necessary depending on the company’s specific needs.
An initial telephone contact is made to sound out the candidates' availability and their interest in our professional opportunities which, in the event of a positive outcome, may lead to the start of the selection process.
The selection process involves different stages, instruments and methodologies depending on the profiles sought.
Candidates who have not accrued significant professional experience will undergo a set of aptitude and English language tests, group tests and individual interviews, or practical tests of suitability for the job to be performed (such as, for example, the motor vehicle test for postmen and women).
Candidates with well-established professional backgrounds, on the other hand, will undergo a structured interview with the Human Resources department, followed by technical interviews with representatives of the relevant company department for those with positive assessments. Each stage is aimed at assessing the characteristics and motivation of the person with regard to the profile sought, as well as the degree of knowledge and technical-specialist skills possessed.
Candidates who have not accrued significant professional experience will undergo a set of aptitude and English language tests, group tests and individual interviews, or practical tests of suitability for the job to be performed (such as, for example, the motor vehicle test for postmen and women).
Candidates with well-established professional backgrounds, on the other hand, will undergo a structured interview with the Human Resources department, followed by technical interviews with representatives of the relevant company department for those with positive assessments. Each stage is aimed at assessing the characteristics and motivation of the person with regard to the profile sought, as well as the degree of knowledge and technical-specialist skills possessed.
The selection process concludes with the identification of the most suitable candidates, leading to their recruitment by the company.
Onboarding: The InPoste System
New recruits joining the Poste Italiane Group follow a structured programme known as the InPoste System.
The aims of the InPoste System
One of the key elements of the InPoste System is the support of a dedicated tutor, who ensures a personalised pathway by drawing up an action plan.
With the aid of this plan, new employees are given the opportunity to get to know the company through visits to Poste Italiane's strategic facilities, meetings with management, and activities aimed at understanding the corporate context.
How InPoste Works
InPoste is an innovative induction system that also makes use of an online platform, where the tutor and new recruit can share action plans, documents, and schedule meetings.
The InPoste System unfolds in several phases, starting from the first day at the company, and lasts six months. It is broken down into a series of steps focused on:
Onboarding: The InPoste System
New recruits joining the Poste Italiane Group follow a structured programme known as the InPoste System.
The aims of the InPoste System
- Make you feel part of the team from day one by assisting you in finding your bearings in the organisation.
- Help you gain knowledge about and a clear understanding of the Group, its organisational culture, and its business.
- Ensure an effective, efficient, and timely onboarding process.
- Create a shared language.
One of the key elements of the InPoste System is the support of a dedicated tutor, who ensures a personalised pathway by drawing up an action plan.
With the aid of this plan, new employees are given the opportunity to get to know the company through visits to Poste Italiane's strategic facilities, meetings with management, and activities aimed at understanding the corporate context.
How InPoste Works
InPoste is an innovative induction system that also makes use of an online platform, where the tutor and new recruit can share action plans, documents, and schedule meetings.
The InPoste System unfolds in several phases, starting from the first day at the company, and lasts six months. It is broken down into a series of steps focused on:
- Welcome
- Mentoring
- Training
- Feedback