Every hire is an investment. However, when the wrong profile is chosen, the costs—financial, organisational, and reputational—can be extremely high. But what is the real impact of a bad hire? And what actions can help prevent it?

In today’s job market, finding candidates is easy. Finding the right ones is another matter entirely—especially when it comes to managerial and operational roles. These professionals not only need solid technical skills but must also navigate structured environments, interface with multiple organisational levels, and adapt to specific corporate contexts. This is why specialized recruiting makes all the difference.

In recruitment, much is said about technical skills and past results. But there is another equally crucial – and often underestimated – factor: cultural fit.
In other words, how compatible a candidate really is with the values, style, and vision of the company they will join.

Assessing this aspect effectively not only ensures that you hire the right person but also that they stay and thrive in the long term.

In today’s job market, technical skills alone are not enough. Increasingly, companies are looking for candidates who can communicate effectively, collaborate, handle stress, and adapt to changing contexts. These are the so‑called soft skills, now as critical as – and sometimes even more than – hard skills. But how can they be identified and assessed effectively?

The Job Description is the first communication tool between a company and the job market. Yet it is often overlooked or written too generically, leading to misunderstandings, irrelevant applications, and inefficient selection processes. In this article, we explore how to draft a clear, targeted, and coherent Job Description that truly reflects business needs.

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.