5 Best Companies to work for in Europe in 2017


From day one, EDITED has been working to solve the problems of the entire fashion retail industry, an industry worth over three trillion dollars worldwide. Today the company is the leading provider of real-time data for apparel retailers worldwide with offices in London, New York and San Francisco.

It’s a place where you’ll work alongside world-leading teams of developers, data scientists and fashion professionals to develop cutting edge tools that will help thousands of retail professionals around the world do their jobs better. The impact you’ll make at EDITED is real and immediate.

There’s an independent, “say what you mean” spirit that runs through everything at EDITED. As the Operations Manager Michaela Bartlam says, “those who succeed here are generally self-motivated who can get things done without too much guidance or oversight. We like people who can find new opportunities and bring them to us, not the other way around.”

The team is intensely passionate about its goals and that energy is plainly infectious. It’s a young, fast-paced environment where there’s always something to learn and share.

Tech and fashion, this place was built for you.

In 2017, EDITED will keep building and growing a world class service to support retail. It’s an amazing company to be a part of, so make sure you check out the vacancies here below!




In Hype everything is still yet to be written. As a result, working in such an environment is very challenging! This is a group of very ambitious professionals with a simple yet revolutionary goal: make people deal with money in an easier way.

Each and every single person working in Hype has a true passion and understanding of entrepreneurial finance; therefore, each of them at work strives to contribute to Hype’s mission through create thinking, shaping today and tomorrow’s financial system. Graduates and young professionals are given the opportunity to make an impact straight, taking ownership of projects within the very first month.

The social and cultural component in Hype is very strong. They have a nursey school on which employees may rely. As Doris Messina – Fintech and New Business Officer – says “for us it is very important that those who work in Hype give their best at work every day, making experience and learning contantly”.

The company also has a corporate portal welfare that employees can use as when want. This is exactly the working environment in which people can grow professionally and make a difference! Here employees are motivated and feel valued when they’re given positive reinforcement and shown how their work contributes to the success of the business.

2017 will be a very important year in which Hype will try to penetrate and expand in the market. In a very competitive landscape, Hype will have to battle other Fintech companies. Therefore, to reach their goals and they need people with a can-do mindset, which are able to work under pressure and that can set their standards high. Does this sound like your ideal work environment? Check out then their vacancies on Meritocracy.




From its office in Milan, Bending Spoons creates and markets mobile apps with millions of users all over the world, and has the ambitious goal of becoming the #1 mobile developer globally by assembling a diversified, top-quality portfolio of products.

With a team of 32 and an average age of 28, Spooners spend their days developing technologies and apps that meet strict quality criteria, churning numbers to better understand users and marketing channels, and letting off some steam in all-consuming fussball matches.

We talked with one of the co-founders, Luca Ferrari, to have backstage information on what makes Bending Spoons a place employees enjoy and care about. With a culture based on transparency and ownership, it all starts with finding the right people, a pursuit in which the company invests disproportionately for its size.

Talent is essential to make it through the selection process, but it’s eagerness to learn and passion that will give you a shot at joining this fast-growing company trying to transform how people work based on a few simple principles: excellence should be pursued at all costs, trust and freedom should be the default, and workplaces that are friendly and tribe-like are more fun than cold and professional ones.

With top-of-the-market salaries and amazing perks, Bending Spoons invests first and foremost into its team. From health insurance to catered lunches, everything is taken care of so that Spooners can just focus on doing their best. In Luca’s words, “At Bending Spoons you’re expected to make a difference, and your opinions and ideas truly matter”. This deeply-ingrained independence seems to be one of the elements making Bending Spoons a success story that stands out.

The company’s flat hierarchy allows every Spooner to impact the business from day one, and promotes initiative, periodically rewarded with share-options. Join the team that aims at conquering the app stores, they’re hiring.


Bending spoons (1)


Flixbus is one of the fastest-growing companies in Europe. In only 3 years its international team grew up to 1,000 employees, generating around 5,000 new jobs in the local SME industry of its key market.

However, by our own experience, we know that Flixbus hasn’t lost an inch of the start-up attitude that made it grow so fast.

If you want to join the Flixbus family you have to set your attitude into start-up mode: an entrepreneurial spirit, full of ambition, enthusiasm and in particular a non-formal dress code (you can wear whatever you want!). People on average are straight-talkers and the bright side of their growth and attitude is that you find relatively young people in very high-profile positions.

If you don’t like straight talkers, or if you feel uncomfortable dealing with work you’re unprepared for, this is probably not the right place for you. If you’re not willing to take responsibility for your work from day 1 this is probably not the company for you. In case you don’t match the abovementioned, and you want to meet smart and friendly people, fun at work and beyond (they organize team events regularly) this is the right place for you.

It is absolutely one of the best companies to work for, thanks to the spirit in which they want to revolutionize the way in which people travel after the deregulation of the market.

If you want to join the “go green” revolution, take a look here:




Wire is not a company that thinks small, they stand for one mission: to create a secure communication tool where people can text, call, create and share without sacrificing their privacy.

At Wire new team members are supported from day one. It starts with a solid onboarding and relocation support if needed. This means they can focus on the job right away. The team is from 23 different nationalities which brings together different background, viewpoints, languages and occasionally snacks when someone’s returning from a trip back home.

As Natalia Dorozala HR Communications Specialist says “We spend most of our time during the days at work so having people with whom we can enjoy working together, but also talk and have fun with is fundamental. At Wire we never stop learning, there’s a culture of sharing knowledge and this pushes everyone to grow”.

Throughout the year there are several workshops, conferences and other events for teams and individuals to obtain new skills and improve existing ones. They encourage everyone to do tech talks, both internal and external and speak at events, from small meetups to large conferences. German classes help international colleagues and their partners feel more at home in Berlin.

A number of perks make the day-to-day life more pleasant – adjustable standing desks, high quality chairs, yoga classes, table tennis, foosball, breakfasts, lunches, snacks and a fridge full of drinks.

In a world where social media is the first thought in the morning, and where people struggle to realize how valuable their data and information are, one of their biggest challenges is to make people aware that privacy matters.

If you are passionate about data encryption and open-source, this is a place for you! Discover their job opportunities:



The most promising jobs in 2017

Automotive Engineering: the competition for technical talent is intensifying as tech and automotive companies race to build driverless vehicles. According to Ken Kelzer, GM’s Global VP of Vehicle Components and Subsystems, many of the auto industry jobs for which demand will increase over the next several years will be focused on integrating consumer electronics – tablets, touch screens, mobile technology – into vehicles.

Tesla, Audi, GM, Google, and Uber are making meaningful progress in developing the transportation technologies of the future. Uber recently moved a big step forward by acquiring self-driving truck startup Otto, founded by Anthony Levandowski and Lior Ron, both former high-level Google employees. The move was made not only to enter the long-haul freight business and put their trucks on the road by 2017, but to reconvert technology to cars. Otto was paid 7.47M/$ per engineer, an unprecedented valuation in the industry.

In case you are an automotive engineer who still can’t code, the right moment to start might have been yesterday.

If you are looking for a new opportunity in an automotive sector, explore exciting new careers and openings at Tesla on Meritocracy:

Autopilot – Mechanical Design Engineer

Autopilot – Software Engineer

For a general new opportunity take a look at Automobili – Lamborghini openings

Internship in Aerodynamics

Pre Series Center – Interiors / Exteriors Product Engineer


SEM/SEO Specialist: the internet user increasing day to day and in future it will be at pic point. Each year, Google changes its search algorithm around 500–600 times. While most of these changes are minor, Google occasionally rolls out a major algorithmic update (such as Google Panda and Google Penguin) that affects search results in significant ways. These algorithm changes often leave digital marketers and search engine optimization practitioners scrambling to adapt, especially when their websites suddenly drop in Google search rankings.

In 2017 machine learning and mobile will be the focus: the two biggest changes to the algorithm in recent years has been the introduction of RankBrain and more focus on mobile. With further changes to the way search engines and Google in particular deal with mobile starting from January, it will be an area of focus for most SEOs, specifically those in the technical arena. Since Google first introduced the Accelerated Mobile Pages project at the end of 2015, the importance of speed, particularly on mobile devices, has grown with the aim to create a better mobile experiences and the 2017 will be the right year for this.

Voice search has been around for years but it’s in 2016 we really started to see its power. In 2017 we’ll start seeing the impact of voice search and the true direction it’s going. If you already got interested in SEO or started a career, 2017 may be the year in which you proved right. Read, immerse yourself in the online SEO community, and stay hungry for knowledge.

Above you can find the right job opportunities for you if you want to become a brilliant talent in Web Marketing sector:

WebRanking – Sem Specialist

GroupM – Sem Internship

Transferwise – Seo Specialist

Foodpanda – Sem Manager

Lesara – Seo Trainee


Information Security: fintech is one of the fastest growing industries in the world. Fintech Companies’ challenge to the outdated and traditional banking system is proving not only to be successful but to represent an enormous opportunity to develop cutting hedge technology that makes the entire industry’s regulation look outdated. Fintech is a major source of investment, in 2015 the global fintech industry grew by 75% to $22.3 billion, and the investment into European companies more than doubled by 120%.

The gap between technology and regulation is acute in fintech and particularly so with respect to cybersecurity. The business opportunities generated by Fintech, this sense, come with risks, and cyber security is one of them. There’s never been a better time to be an information security professional, and Fintech is just one of the areas where the need for Information Security Professionals is more urgent.

“The demand for the cybersecurity workforce is expected to rise to 6 million (globally) by 2019, with a projected shortfall of 1.5 million,” stated Michael Brown, CEO at Symantec, the world’s largest security software vendor. Not long before Brown’s statement, the Cisco 2014 Annual Security Report warned that the worldwide shortage of information security professionals is at 1 million openings, even as cyberattacks and data breaches increase each year.

If more staff is required, a big challenge for most companies is finding the skill sets that they need in specific locations. The only way to hire right now is to steal people from other organizations, or import them. Cybersecurity jobs are in high demand and it doesn’t seem like the need for more security professionals is going anywhere in the foreseeable future.

On Meritocracy there are a lot of Fintech companies to watch like N26, Funding Circle, Transferwise, Borsa del Credito, Onfido, Money Farm and other. Now they’re hiring:

Funding Circle – Information Security Lead

Ticket Master – Senior Analyst Information Security Compliance

Announcing Greenhouse integration!

We are proud to announce that Meritocracy is now an Official Partner of Greenhouse, leading Applicant Tracking System, designed to help you find better candidates and improve your entire recruiting process.

Greenhouse helps companies to optimise the entire recruitment process: its main strength is to fit recruitment operations and process extremely well, offering to companies a super-flexible and customizable tool to digitalize each step of their own proprietary hiring pipeline. Among its customers, the leading tech companies around the globe, from Airbnb to Optimizely, Snapchat and Evernote.

This partnership has a double side: from one hand, it allows mutual customers to list all their open jobs automatically (helping recruiters save time and effort). From the other, it lets our users apply in one click to any vacancy, without being redirected to external websites to complete the application.

In the first quarter of 2016, we conducted a survey on the most common pains suffered by online jobseekers, you will find a common denominator in every results: online platforms are not perceived as a reliable source of listings (some are old, pretty all are uninformative): as a result, jobseekers prefer to switch to official career page to have all jobs updated.

One specific issue is predominant: when you apply via third-party websites you get the feeling that your application is going somewhere recruiters cannot properly review it.

As our Greenhouse success case proves, Meritocracy is addressing this issue by guaranteeing our applicants to enter directly the workflow of recruiters without losing time in filling multiple forms or getting stuck into opaque procedures: our Vision is to create the most insightful jobseeking experience online. It will be a long process, but we will work hard to pursue it.

Our peaceful revolution is getting to come.

Why you should highlight your travel skills in your CV

Travelling abroad can be a good investment for everyone, as it is an activity that not only brings you discover the world around you but also can help you understanding your inner self. Along with all the good experiences and memories, it can also improve mental well-being not just for the present.  Travelling can make you a happier person, providing new experiences and memories, breaking routine and allowing you to meet people from all over the world.

Whether you’re travels were a gap year or a career break, you will need to decided how you account for the time and experiences on your CV. The most important question that you must ask is: do you think the experiences you had travelling apply to you finding a new job in your field? If so, you can place it in the main part of your CV. If not, then it probably belongs in your “Hobbies” section or in “Additional Information”.

Volunteer work can be an excellent way to showcase key skills: the volunteer experience should be listed just like a job with a title that captures the essence of your role and a description which highlights skills applied and any accomplishments. If the volunteer work is unrelated to your job goal, you can incorporate it under a separate category like “Volunteer Experience”.

Make sure your examples are appropriate, employers don’t want to know how you have great interpersonal skills developed through meeting people in bars while on holiday in Ibiza. Think about how you can highlight the skills and experiences gained on your travels. It is highly likely you have used or developed some of the following:

  • Self-management: is probably the most valuable and far-reaching skill. It is indispensable in anything you do, whether traveling, working, studying, or playing. When you travel  you often find yourself in random situations that lead you to challenge yourself and to go beyond your limits.
  • Flexibility: travel presents one opportunity after another for you to strengthen your adaptability skills, as things rarely go as planned. A person who adapts well to different situations and can react accordingly already has the qualities of a leader.
  • Organization and planning: traveling requires extremely careful organization and planning skills. You have to plan all in detail if you don’t want to find yourself in unpleasant situations. If you manage your budget incorrectly, you`ll have to survive in unknown places without money, and that may be really difficult. Therefore, going for a trip is a good way to master organization skills that`ll definitely help you at work.
  • Creative Things: creative thinking involves brainstorming and generating new ideas, using imagination more freely, and making connections between ideas that seem unrelated. New sounds, smells, language, tastes, sensations, and sights spark different synapses in the brain and may have the potential to revitalize the mind.
  • Networking and Communication: travel isn’t just about the places you visit and the photos you take: it’s just as much about the people you meet along the way as the ability to make life-long memories and friendships and share new experiences. In today’s society, many companies do business with foreign organizations or clients who don’t speak English as a first language. Being able to communicate with a wide range of people makes you an attractive candidate.

Stepping out of your comfort zone can provide inspiration, awareness, and ideas you wouldn’t likely consider if you continued following the same routine. But as you travel more and more often, you realize that you will no longer fear the unknown. You’ll approach every situation with an open mind, ready for new possibilities.

How marketing automation will change the future of the digital professions

Digital innovation is a clear driving force behind the fourth Industrial Revolution, driving economic growth through increased productivity, performance and profitability.
We stand on the brink of a technological revolution that will fundamentally alter the way we live, work, and relate to one another. There is a modestly positive outlook for employment across most industries, with jobs growth expected in several sectors. However, it is also clear that this need for more talent in certain job categories is accompanied by high skills instability across all job categories.
Marketing has never been more interesting than now. The Internet and other new digital technologies are not only transforming the practice of marketing but also the way we think about it.

If you’re a marketer, you’ve probably heard of marketing automation. But if you aren’t, you’ve maybe heard but you have no clue what the term means. Marketing automation is the use of software to automate marketing processes such as customer segmentation, customer data integration, and campaign management. They increasingly use programmatic to test audience segments and targeting parameters to figure out the best way to reach their ideal consumer.
More media than ever can be transacted thanks to automation, which means there could actually be a net increase in the media business.
Creatives have the opportunity to embrace programmatic as well. Rather than having to manually adjust every single ad unit across the multitude of formats and sizes, creative can use automation to refactor changes across their ads. Every time media adjusts its programmatic strategy, creative can now adjust their work through automation.
While marketing automation will lead to some difficult changes in the nature and work of the function, it offers much potential for value. This gradual rise of automation in traditional manufacturing processes does not necessarily mean that current employees will become obsolete. It does mean that certain adaptations will need to be made to evolve with the moving technologies. Employees will need to be educated to specialise in mechatronics —a broad multidisciplinary field of engineering—and information technology. It represents a change in types of training rather than the coming of an era of robotic employees.

Three areas of marketing which have been transformed by digital are the speed, relevance and reach of campaigns. Marketers need to update their skills in order to make the most of these fast-moving, and highly relevant campaigns through digital. They need to work closely with data specialists, web developers and social media professionals.
The modern-day marketing department needs to combine the creative side of the discipline, using powerful narratives to tap into people’s wishes and aspirations, with the technical side of data, digital engineering and analytics. The two areas do not always sit easily together. Getting creative marketers to work alongside technical staff can be a huge challenge. For this reasons not everyone in marketing needs to be a technologist or needs to be a creative. Today’s marketers need to have one foot in the IT camp and one in the business camp.
Every marketing department will need new positions. For example Marketing Data Analytics would decide when, why and how marketing data should be tracked, considers all marketing efforts across all channels. The secret is to show the future of marketing through the most highly-desired skills and emerging job titles.
A robot is not likely to take your job soon. People who work in the marketing industry are creative, generally, and they are not in the white collar catchment that is likely to be hit earliest by the second machine age.
Technological innovation and globalization are combining to produce big and rapid change, which is starting to transform every aspect of how economies and the businesses within them work. Nowhere is this change likely to be experienced more acutely than in the workplace. New skills will be needed, and some existing skills will become less important.In this golden age of marketing technology, application or software is the primary means of engaging clients and generating leads. The marketing and advertising team’s choice of application and how to set up and function it; now marketers across the country are reviewing plans, teams, campaigns and activities.
Not only is the technology evolving, so too are the creative approaches to using it. Automation is not about replacing specialists. Instead, it helps us achieve so much more.
Large enterprises have long found value in the technology, but marketing automation isn’t just for big companies.
Constant professional development and learning, will be a survival strategy, and the propensity to learn and develop new skills will become the most sought after work skills.

Merito e Consenso: come costruirlo in azienda

di Riccardo Galli

È interessante notare come il termine “Meritocrazia” abbia accezioni molto differenti in Italia e nel mondo anglosassone. Se in Italia intendiamo il termine come “valorizzazione del talento”, l’ultima volta che ho chiesto ad un amico americano di raccontarmi cosa significa per lui Meritocracy la sua risposta è stata “man, you get exactly what you worked for”.

Prenderne atto significa comprendere che dove la meritocrazia, come la intendiamo noi, esiste davvero, è percepita come qualcosa di assolutamente naturale. Qualcosa che semplicemente capita, succede, accade, e non può essere altrimenti. La nota semplicità anglosassone qui diventa disarmante.
Non è un caso che, se andiamo a consultare lo “US Patent and Trademark Office”, quattro dei cinque marchi attivi ora che contengono la parola Meritocracy, sono compagnie assicurative.

“You get, exactly, what you worked for”. Tu lavori per 100, ottieni 100. Come le rate di una polizza assicurativa. Semplice. E terribilmente lontano dalla dietrologia tutta italiana del “chissà perché hai fatto strada”. A ben vedere, il sorgere del dubbio che nella vostra azienda ci sia Meritocrazia è un forte campanello d’allarme ma non è detto che il problema sia la vostra azienda.

Ho sentito questa obiezione diverse volte e il solo fatto che sorga nella testa di così tanti professionisti in Italia ci deve far riflettere su come le nostre aziende accolgono la crescita e su come questi professionisti intendano il merito.
Normalmente questo dubbio nasce per due ragioni: temiamo che dei colleghi avanzino per parentela, temiamo che dei colleghi avanzino per consenso (o peggio piaggeria).
Ora, non occupiamoci della prima: per ragioni storiche e statistiche questa casistica andrà ad estinguersi. Ma il secondo caso è molto interessante.

Permettetemi di essere chiaro. Il consenso in un’azienda non è auspicabile, è necessario.
Le aziende sono strutture verticistiche, in cui esiste un azionariato e un management. Il ruolo dell’amministratore delegato è definire la missione dell’azienda ed avviare un confronto serrato con il resto del management su come raggiungerla. Se non c’è consenso da parte vostra sulla missione, rassegnate le vostre dimissioni domani mattina.
Allo stesso modo, il dissenso in un’azienda non è auspicabile, è necessario.

Se è vero quanto sopra, la caratteristica più critica di un AD è quella di saper prendere posizione, argomentare a suo favore, dimostrarne il successo. Di conseguenza, la caratteristica più critica di tutti coloro che vogliono fare carriera per ricoprire quella posizione un giorno è di saper prendere posizione con la propria testa, argomentare a suo favore, dimostrarne il successo. Saper incoraggiare questo tipo di comportamento in maniera positiva significa avere dei leader nel team, che portano innovazione, cultura del fare e quindi crescita.
Se la vostra azienda, data la missione in cui dovete avere fede incrollabile, non vi incoraggia al dissenso su come raggiungerla (seppur nei modi, tempi e sedi opportune), rassegnate le vostre dimissioni domani mattina.  Se fate parte dello sparuto gruppo che si chiede se nella propria azienda ci sia meritocrazia, arrivati a questo punto vi sarete detti “la mia azienda è così, di certo non incoraggia, e tollera solo in certe occasioni il dissenso”.

Vi assicuro, invece, che queste situazioni sono molto meno presenti di quanto immaginiate. Siete davvero così sicuri di saper prendere una posizione? Siete davvero così sicuri di essere stati in passato agenti veri di cambiamento positivo per la vostra organizzazione? Siete davvero così sicuri che, proponendo un cambiamento, abbiate avuto il coraggio di andare fino in fondo, argomentarlo, difenderlo, dimostrarlo e portare davanti agli occhi del vostro responsabile numeri che mostrano come il vostro dissenso avvicini l’organizzazione alla propria missione?Se la risposta è “no” allora prima di ragionare sulla meritocrazia bisognerebbe, a mio avviso, ragionare sul dissenso. Nessuna significativa progressione di carriera avviene senza che ci abbiamo messo del nostro, senza che abbiamo argomentato in favore di una posizione in dissenso, non necessariamente contro qualcuno, ma necessariamente contro lo status quo.

Ecco allora che combattere (e vincere) la battaglia significa soprattutto essere in grado di costruire consenso intorno alla propria posizione, contribuendo attivamente al raggiungimento della missione. È un lavoro sporco, difficile: servono tenacia, visione, capacità, in sostanza lecaratteristiche per ricoprire posizioni di responsabilità.
Il concetto di meritocrazia torna con la sua accezione più anglosassone “quanto ho contribuito alla mia azienda, quanto mi spetta”.  Se avete combattuto davvero, e siete stati agenti di cambiamento inascoltati allora sì, potete affermare che non ci sia meritocrazia, nel senso che non avete ricevuto quello che vi spetta.

Può accadere, purtroppo, che  posizioni di dissenso e cambiamento vengano percepite come una mancanza di rispetto dell’autorità: è una brutta abitudine dalle nostre parti. Siamo abituati a tanti confronti circolari e lo stesso campionario del gergo consulenziale ne è un buon esempio: si parla di “confronto”, non di “discussione” (che da noi pure ha un’accezione negativa), si parla di “smarcare un tema”, non di “fare una scelta”, si parla di “allineamento”, non di “decisione”.
Se osservate quindi un collega che sta facendo strada grazie al consenso, domandatevi prima se l’ha dato o l’ha costruito, saprete allora se siete nell’azienda giusta.

L’articolo è stato pubblicato sulla rivista online Senza Filtro.

Unconventional recruiting: Gamefication

Think about a Career Fair… How many times have you been there? How many times have you seen more than 50 Companies presenting themselves in exactly the same way?
If big companies want to win the “Talent Acquisition’s war”, attending a career fair is not enough anymore. They need to take a step further to attract the best and engage them with the company’s vision.

The real challenge is how to do it best. How can we reach young talent? How can we drive our mission and vision across?
The key is to balance Communication, Marketing and HR strategies.
Now more than ever HR Professionals must necessarily adopt new recruiting strategies that also include communication and marketing techniques.

Brand new recruiting strategies are a must also for those recruiters who haven’t worked with the colleagues from marketing before.

Here we are going to show you some of the most innovative and creative recruiting campaigns, that have been successfully adopting this new trend.
We at Meritocracy have chosen 10 of them and we will share it with you on our blog in the upcoming weeks.

Today we are taking a look at the INNERISLAND marketing campaign run by MSC Crociere (the Swiss based Cruise Company).

Schermata 2016-02-02 alle 14.48.57

(Source: Facebook Company Page)

Everything revolves around the tag #gamefication which has recently been successfully used in training and recruiting strategies.
By using a game-focused technique in empowering the employer brand, MSC Crociere has successfully reduced the recruiting process and increased the talent engament.

With this in mind, MSC Crociere launched the #INNERISLAND campaign, targeting the Y Generation. #INNERISLAND was a digital contest in which users had a chance to win 6 months internship programs withing the company by demonstrating their skills at playing a game.
Players were asked to develop their own idea of cruise, choose the destination, food & beverages, type of entertainment, sport & wellness.
MSC’s goal was to attract young professionals with innovative ideas and entrepreneurial spirit.

#INNERISLAND shows us not only how a gamefication-based approach may be used to enhance attraction but also how such a digital approach is the perfect strategy to attact Millennials as it speaks the same language.


(Source: Facebook Company Page)

Well done MSC Crociere! We now want to know more in regards to the results of the campaign.

Here you may find original teaser trailer (in the Italian language) of the contest:



Dopo la ben conosciuta era dei collaboratori appartenenti alla generazione del Baby Boomers e di quelli della Generazione X, il futuro sarà di “un esercito” di giovani appartenenti alla Generazione Y,  più comunemente chiamata: “Millennials”.

Mano a mano che le precedenti generazioni usciranno dal mercato del lavoro, i Millennials lo popoleranno fino a pervadere il 75% del totale mercato entro il 2025 (Deloitte Italia, 2015). Questo segmento di popolazione è già sotto osservazione e sembra essere ricco di contraddizioni interne. Tuttavia, le aziende devono iniziare a comunicare e ad interessare questa generazione al fine di  ridisegnare la loro strategia di employer branding per renderla più efficace nell’attrarre i nuovi  talenti.

L’employer branding è “il processo di promuovere un’azienda o un’ organizzazione come un “datore di lavoro” che sia riconosciuto di valore da un determinato target di riferimento; il target di riferimento è ovviamente quello che  l’azienda necessita o vuole attrarre e ritenere” (Mossevelde, 2014). Ovviamente, come per qualsiasi strategia marketing il gruppo target deve essere attentamente identificato e definito prima di  procedere con l’implementazione della strategia stessa. Procediamo allora ad  analizzare alcune caratteristiche che contraddistinguono il nostro target, i Millennials.

Prima di tutto, i Millennials si aspettano che le aziende siano in grado di generare esternalità positive nei confronti della società, nonostante abbiano la consapevolezza che sino ad oggi  le aziende non hanno investito molto in questa direzione. Inoltre, hanno una vision diversa anche in materia di leadership ed in particolare su quale dovrebbe essere il focus della leadership; tuttavia, emerge che la loro prospettiva in materia è allineata con quella dell’attuale generazione di leaders. Difatti,  i Millennials tendono a dare maggiore importanza al benessere dei dipendenti, alle opportunità di crescita e di formazione rispetto ai riconoscimenti personali ed ai premi. Anche la percezione del grado di innovazione dell’azienda incide sulla loro scelta di candidarsi per una vacancy, così come la prospettiva di lavorare con  un team piacevole e di seguire costantemente progetti nuovi ed interessanti. Invece, il problema più significativo che sembra presentare questa generazione è la spiccata propensione  a lasciare il posto di lavoro e la posizione che ricoprono; per questo motivo, per le aziende sarà sempre più importante implementare un’ efficace strategia di employer branding non solo per il processo di attrazione, ma anche per quello di ritenzione dei giovani talenti.

Difatti,  la comunicazione efficace dei valori e della cultura aziendale sembrano essere aspetti fondamentali per consentire ai futuri collaboratori della generazione Millennials di prendere una decisione ponderata e consapevole. Tuttavia, ciò si scontra con l’attuale design dei benefits aziendali, delle condizioni lavorative e dei processi aziendali atti a supportare la realizzazione di vision ed obiettivi.

In conclusione, le aziende hanno spesso trascurato l’importanza di una corretta strategia di employer branding, tuttavia, nei prossimi anni con il progressivo pervadere dei Millennals come “forza lavoro” sembra necessario trovare il modo più adatto di implementare e di definire una strategia efficace e su misura.


Deloitte, (2015). Millennial Survey 2015 | Deloitte | Social impact, Innovation. [online] Available at: http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html

Minchington, B. (2014). Future Focus of employer brand leadership. Employer Branding Review, pp.29-32.

Mossevelde, C. (2014). What Is Employer Branding? | Universum Global. [online] Universum Global. Available at: http://universumglobal.com/articles/2014/03/what-is-employer-branding/

EMPLOYER BRANDING: 3 consigli fondamentali per stabilire una strategia di Employer Branding

Il primo passo per costruire un Employer Brand efficace e affidabile è quello di identificare un preciso “spazio” nella mente dei candidati-target.

Come in ogni strategia di posizionamento, la prima domanda a cui rispondere è “Chi sono? Che cosa distingue la mia offerta dal resto del mercato? vale a dire cosa posso plausibilmente promettere a chi cerca lavoro?” Avere chiaro i valori della società e ciò che i candidati-target cercano è fondamentale in questa fase del processo. Altro punto fondamentale è conoscere le loro abitudini, le loro caratteristiche ed identificare una strategia per comunicare il proprio brand come employer che tenga conto di chi è davvero il candidato-target. Se il core business dell’azienda risulta altamente innovativo o IT, principalmente si avrà bisogno bisogno di attrarre sviluppatori di talento e programmatori. Tuttavia, si ha bisogno anche di altre figure come marketing o responsabili vendite. Pertanto, il problema è trovare un punto comune nella mente dei diversi profili che la vostra azienda ha bisogno di attrarre.

Quindi, la domanda sorge spontanea: in che modo si può raggiungere questo obiettivo? La chiarezza nella comunicazione dei valori aziendali e della cultura può dimostrarsi un contenuto interessante e più trasversale a diverse figure professionali rispetto al core business. In questo modo un grafico come un PHP developer può davvero capire come integrarsi e come interagire con le figure aziendali complementari e immaginarsi un futuro a lungo termine nell’organizzazione. Dal momento che questo approccio è slegato dal core business, è replicabile in ogni settore e ad ogni profilo, vale a dire, a prescindere dal numero di dipendenti o lo spettro della focalizzazione del business.

Al giorno d’oggi, i social network ed internet in generale, consentono una comunicazione personale tra chi cerca lavoro ed i dipendenti attuali dell’azienda. Fare promesse che non hanno una traduzione pratica diminuisce la motivazione e di aumenta la diffidenza verso l’azienda dall’interno. Ciò si riflette sulla reputazione al di fuori della società come Employer. Data la facilità con cui si riescono a reperire tali informazioni sul web, bisogna sempre curare questo aspetto.

Riassumendo, i pillars da tenere presente sono: essere chiari, essere sinceri, facilitare l’employee advocacy.

Questi sono alcuni dei motivi per cui abbiamo deciso di inserire nelle pagine delle nostre aziende una sezione dedicata ai team. In questo modo, chi cerca lavoro può vedere con chi potrebbe lavorare in azienda e, attraverso i social network come Linkedin e Twitter, può anche iniziare a “conoscerli”, aumentando così il raggio di azione di una buona strategia di employer branding.

Strategie di Employer Branding e Social Recruiting

Per capire meglio ciò che si pensa delle strategie di employer branding e social recruiting abbiamo deciso di esplorare l’argomento su Quora, uno dei più usati siti web di Q & A dai professionisti.

Ci siamo resi conto che c’è molta confusione riguardo l’intersezione di queste due materie: Qual è la differenza tra Employer Branding e Social Recruiting? Come si possono creare e sfruttare le sinergie positive tra le due strategie?

L’Employer Branding rappresenta l’impegno di un’azienda nella promozione, sia all’interno che all’esterno dell’organizzazione, di una visione chiara di ciò che la rende diversa e desiderabile come datore di lavoro. Quindi, esso rappresenta la somma di tutte le strategie che forniscono informazioni e comunicano i valori, la cultura e i benefit della società. Employer Branding è una visione completa ed una prospettiva a lungo termine. Come detto anche nei precedenti articoli, è quindi paragonabile ad una strategia di posizionamento: trovare lo spot giusto nella mente di chi cerca lavoro. D’altra parte, il Social Recruiting è un termine che di solito si riferisce alla pratica di continua ricerca di candidati attraverso i social media. A prima vista, quindi, sembra più circoscritto alla ricerca attiva dei candidati su piattaforme social nel momento in cui viene aperta una posizione di lavoro.

Le principali differenze tra i due concetti sembrano essere l’intervallo di tempo e l’impatto strategico. Da un lato, l’Employer Branding coinvolge strategie di lungo termine, pertanto le scelte strategiche coinvolte sono difficilmente reversibili in termini di posizionamento e, in generale, d’immagine del brand. Dall’altro, il Social Recruiting si concentra sulla raccolta dei migliori candidati per una specifica offerta di lavoro nel momento in cui l’opportunità di lavoro si apre. Dopo che questa specifica finestra temporale si chiude, la società può “corteggiare” online un diverso target di candidati con diverse tecniche e per una differente posizione lavorativa.

Le risorse strategiche e cognitive, nonché il grado di impegno, dedicate alle due opzioni differiscono per diversi aspetti. Pertanto, le scelte di Employer Branding sembrano molto più rilevanti e vincolanti rispetto al social recruiting. Ad ogni modo, non si può completamente discernere l’una dall’altra in quanto esistono alcune intersezioni tra le due materie che fanno scaturire rilevanti sinergie.