In today’s job market, evaluating a candidate is no longer just about verifying their technical expertise. Successful companies now recognize that soft skills — those behavioral, interpersonal, and transferable abilities — can be just as crucial as hard skills, if not more.
But what exactly do we mean by these terms? And how can they be properly integrated into a professional recruitment process?

In a competitive job market, finding the right candidate isn’t enough — you also need to convince them to choose your company. Candidate experience has become a strategic asset in the hiring process. But what does it really mean to offer a great experience? And how do you build one?

Now more than ever, people are looking for companies where they feel aligned—in values, work style, and everyday relationships.
But what does “cultural fit” truly mean? And why does it have such a powerful impact on wellbeing and performance?

A competitive salary is no longer the end goal. Today, one in two young professionals is willing to resign if their mental wellbeing is not protected at work.
This isn’t just a trend — it’s a shift backed by recent research reported by Corriere della Sera, reflecting a deeper evolution in what professionals value.

In today’s increasingly dynamic and competitive job market, we often hear about career development, professional growth, and skills advancement. Yet, one crucial aspect is frequently overlooked: growth begins with the very first contact between a candidate and the company.

A recruitment process is not just a tool to identify the best fit — it’s also a decisive moment in which the candidate evaluates the company, its culture, methods, and values. That’s why a truly professional recruitment process must work both ways.

LinkedIn has published its list of the 25 Top Companies to build a career in Italy.
An interesting — yet unsurprising — finding: the most attractive companies are those that invest with a long-term perspective.
They don’t just look for skills; they seek people who can grow over time, share a vision, and evolve within the organization.
For those of us working in recruitment, this is a very clear signal.

In today’s increasingly complex regulatory environment, the Corporate Affairs Assistant plays a crucial role in ensuring effective corporate governance. This professional goes far beyond managing administrative documents—they actively support compliance, corporate management, and institutional communication.

Let’s take a closer look at their main responsibilities and why their presence is essential in many organizations.

In today’s fast-paced and competitive business environment, the Executive Assistant plays a strategic and indispensable role. It’s not just about supporting top management in their daily activities, but about handling key organizational processes with efficiency, discretion, and a comprehensive vision.

But what are their main responsibilities? And in which contexts is their presence particularly essential? Let’s explore this professional profile in detail.

The Property & Facility Manager plays a key role in ensuring the smooth operation of business spaces. This professional is responsible for the operational management, maintenance, and safety of corporate properties, optimizing resources and ensuring full compliance with regulations.

But what are the core responsibilities of this role? And in which industries is it most in demand? Let’s take a closer look.

The Chief Staff Officer (CSO) is a key figure in structured organizations, responsible for supporting senior leadership in the strategic and operational management of the company. Acting as a link between top management and various departments, the CSO ensures that business decisions are effectively implemented.

But what are the main responsibilities of a CSO? And in which types of companies is this role most in demand? Let’s explore.