16-02-2023

“Almaviva has established its leadership on the digital frontier, ensuring that it has a privileged perspective on innovation. This has allowed us to handle and study the effects of disruptive phenomena with greater awareness; phenomena which, starting with the pandemic, have presented themselves one after another over the last three years. From our point of view, this begins with a focus on people. It’s based on this principle that 2021 saw the creation of become, Almaviva’s people-centric project that aims to promote human capital within the group, based on two key elements: skills and relationships. In fact, rather than the representation of a static professional figure, in our strategy personal skills are viewed as a valuable asset. Imagine that each of us is a piece in a mosaic that, when put together, represents a professional identity to be nurtured and developed within a more inclusive and change-oriented business community. Who you’ll become and what you’ll know how to do in the future, are just as important as who you are and what you know how to do right now.” These were the words of Director Irace on Formiche.net.

Irace talked to DigitEconomy.24, a service of Sole 24 Ore Radiocor and Digit'Ed, about recruitment in an environment characterized by skills mismatch. “In 2022 we already hired a thousand people in IT, with different professional profiles from one another. Today, profiles are fluid. What I mean is that, before, you had software developers, analysts, software architects, and so on. Now, however, given the enormous speed of technological progress, these figures have become much more fluid. The perspective has changed. The company no longer operates according to specific professional figures, but rather according to skills.”