{"id":1344,"date":"2026-03-20T16:43:41","date_gmt":"2026-03-20T15:43:41","guid":{"rendered":"https:\/\/www.tmlaerospace.com\/recruiting-policy\/"},"modified":"2026-03-20T16:43:41","modified_gmt":"2026-03-20T15:43:41","slug":"recruiting-policy","status":"publish","type":"page","link":"https:\/\/www.tmlaerospace.com\/es\/recruiting-policy\/","title":{"rendered":"Recruiting Policy"},"content":{"rendered":"

Employee Recruitment Policy<\/strong><\/p>\n

    \n
  1. Purpose<\/strong>
    \nThe purpose of this policy is to define the rules and process of employee selection and hiring for all the Companies of the Meccanica Baudano Spa Group, in order to:<\/li>\n<\/ol>\n
      \n
    • ensure transparency, visibility and impartiality of the company in compliance with EU, national and regional laws;<\/li>\n
    • provide useful guidance to the company areas\/units involved in the process;<\/li>\n
    • offer employees and new hires an informative guide.<\/li>\n<\/ul>\n
        \n
      1. Application<\/strong>
        \nThese rules apply to hiring for permanent positions at L\u2019Immagine Ritrovata S.r.l. and its direct\/indirect subsidiaries, with the exception of the recruitment of personnel belonging to legally protected categories, for which special legal procedures apply.<\/li>\n
      2. General criteria for employee selection<\/strong>
        \nThe company\u2019s process of selection and hiring is based on disclosure and transparency, in order to clarify the criteria adopted for recruitment.
        \nCandidate searches and selection tests must be organized and carried out according to the following general criteria:<\/li>\n
      3. a)\u00a0Visible and transparent selection process<\/strong>
        \nFor this purpose, a public job announcement will be prepared and published on the company\u2019s website for each hiring.<\/li>\n
      4. b)\u00a0Impartial evaluation<\/strong>
        \nThe selection process is based on assessing and identifying the resource with the professional experience and background most suitable for the position\u2019s duties.<\/li>\n
      5. c)\u00a0Equal opportunity and non-discrimination<\/strong>
        \nEmployment decisions are not based on gender, culture, origin, or any other discriminatory criteria.<\/li>\n
      6. Employee selection<\/strong>
        \nBased on the guidelines provided by the Board of Directors, the director or manager of the relevant company area will initiate the recruitment and selection process as follows:<\/li>\n
      7. a)\u00a0Job announcement<\/strong>
        \nA job posting will be published on the company\u2019s web channels for a reasonable period before the application deadline.
        \nThe announcement must include:<\/li>\n<\/ol>\n
          \n
        • the professional profile;<\/li>\n
        • required qualifications, education and credentials;<\/li>\n
        • whether professional experience in the sector is a requirement or preferential qualification;<\/li>\n
        • application procedure and deadline, as well as the duration of the evaluation period;<\/li>\n
        • job classification;<\/li>\n
        • timing and methods of selection (based on qualifications and\/or interviews and\/or written or practical tests).<\/li>\n<\/ul>\n
            \n
          1. b)\u00a0Selection committee<\/strong>
            \nA selection committee will be established, consisting of the director, the head of the company sector\/area requiring the resource, and any external experts with proven experience in the relevant professional field.<\/li>\n
          2. c)\u00a0Requirements for admission to the selection process<\/strong><\/li>\n<\/ol>\n
              \n
            • relevance of education and background to the position;<\/li>\n
            • professional experience in the role or in similar ones (if indicated in the job announcement);<\/li>\n
            • other experience related to the position (if indicated in the job announcement).<\/li>\n<\/ul>\n
                \n
              1. d)\u00a0Conclusion of the requirements analysis phase with<\/strong><\/li>\n<\/ol>\n
                  \n
                • a defined list of potential candidates;<\/li>\n
                • scheduled meetings with the shortlisted candidates.<\/li>\n<\/ul>\n
                    \n
                  1. e)\u00a0Selection<\/strong>
                    \nThe selection focuses exclusively on a thorough assessment of the skills and aptitudes most suited to performing the required duties.
                    \nResumes, tests and interviews must make it possible to evaluate the candidate\u2019s abilities, skills, aptitudes and reliability, along with any additional professional value relevant to the company\u2019s objectives.
                    \nThe steps of the selection process are:<\/li>\n<\/ol>\n
                      \n
                    • resume review;<\/li>\n
                    • interview focusing on aptitudes and skills;<\/li>\n
                    • written\/practical test if necessary.
                      \nThe job announcement defines the stages of the selection process and the tests to be carried out.<\/li>\n<\/ul>\n
                        \n
                      1. f)\u00a0Final selection<\/strong>
                        \nThe results of the process will be communicated to the shortlisted candidates, in compliance with current privacy regulations.
                        \nThe communication will only contain information regarding the selected candidate and the closing date of the process.<\/li>\n
                      2. Evaluation criteria and methods<\/strong>
                        \nQualifications and experience will be evaluated and complemented by:<\/li>\n<\/ol>\n
                          \n
                        • information on shortlisted candidates to be invited to the interview and\/or written test, in compliance with privacy law;<\/li>\n
                        • scheduling interviews\/tests with shortlisted candidates.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"

                          Employee Recruitment Policy Purpose The purpose of this policy is to define the rules and process of employee selection and hiring for all the Companies of the Meccanica Baudano Spa Group, in order to: ensure transparency, visibility and impartiality of the company in compliance with EU, national and regional laws; provide useful guidance to the […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"class_list":["post-1344","page","type-page","status-publish","hentry"],"yoast_head":"\nRecruiting Policy | TML aerospace<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tmlaerospace.com\/es\/recruiting-policy\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Recruiting Policy | TML aerospace\" \/>\n<meta property=\"og:description\" content=\"Employee Recruitment Policy Purpose The purpose of this policy is to define the rules and process of employee selection and hiring for all the Companies of the Meccanica Baudano Spa Group, in order to: ensure transparency, visibility and impartiality of the company in compliance with EU, national and regional laws; 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