Millennial, how to choose talents for the insurance industry

Digital skills, entrepreneurial mindset, languages, soft skills are key factors to identify the best profiles to hire. Perhaps testing them with a contest, as explained by Natalia Musazzi, Head of Recruitment & Employer Branding, BNP Paribas

Published on 10 Jul 2017

With the “Healthy Rewards” project, Catalina and Cindy are the winning students of #TheIdea4U, the contest sponsored by BNP Paribas Cardif to find young innovators among college students, involving them in a peer-to-peer competition to realize a project for future insurance. The two winning students have thus obtained an exclusive opportunity for internships within the BNP Paribas Cardif Marketing Department, with the possibility of contributing to the development of innovative digital insurance products.

Classic and standard job interview is getting even more old-fashioned; skills needed today to work in a dynamic, innovative, digital business go beyond what a resume can tell and are not highlighted in a formal interview. New ways of recruiting must be found, which by testing people’s abilities, allow a “natural” selection of the same.

Natalia Musazzi (photo), Head of Recruiting & Employer Branding, BNP Paribas, explains in this interview the strategy recently adopted by the company to find new human resources among millennial and Z generation.

How has the BNP Paribas approach changed in looking for young talents?

With BNP Paribas Recruiting&Employer Branding team in Italy, that has also collaborated on the BNP Paribas Cardif # Theidea4U contest, we are increasingly focusing on qualitative and interactive events, allowing students to get in touch right away through innovative recruiting tests, focused on the “in-action” attitudes and skills and thus selecting candidates with a conduct in line with these attitudes. It’s a steady and direct comparison with young people, based on synergisms supporting easier company inclusion in an even fast-running environment.

The result is a scenario that moves from Coaching to enhance their social and non-social skills, to Business Games to solve real business cases; from the storytelling of our Ambassadors, BNP people who offer their own expertise to students, to Recruiting on Campus; from Hackatlon, where students face with startups and small entrepreneurs, up to dedicated contests, where they get an internship with a live battle.

With the new challenges of the digital world, what are the skills that should not miss?

Among the new KPIs, digital skills and entrepreneurial mindset cannot be missed. Knowledge of languages, in an increasingly connected and globalized context, is now an absolute must-have. Further again the courage to get in the game without being afraid of mistakes, team-work approach, problem solving, and an “out-of-box” mindset and thinking.

What features and expectations have Millennials and Z generation compared to young people few years ago?

Of course they’re somewhat puzzled by the steady evolution of the working and social context, but rather are more oriented to change and flexibility, which does not mean precariousness. Now disenchanted about the idea of a long-term job, they do not even look for it somehow, or at least not by all means. They want to be part of professional environments able to enhance their talents, where they can be heard. If they do not find these gratifications, they are not afraid to look elsewhere or reinvent themselves, perhaps with a startup. Because the “it all at once” business demands, also applies to these guys who have grown up in the smartphone and social environment with food delivery, car sharing, and e-commerce that “cuddle” you.

Above all, you are the one who is chosen. This generation chooses with new logics, based on emotional appeal, on a resembling system of values where the reputation of the company – and not just the brand – is concerned. Key elements such as its commitment to customers, communities, the environment and staff – the “nice place to work” -, its ability to innovate and the growth paths offered make the difference. A true paradigm shift that companies must be ready to deal with.

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