Meritocracy has always had the ambition to give their users the best experience when they want to get to know a company further. At Meritocracy, we understand that a potential candidate can better show off his talent if he has a deep understanding of the company’s culture and visions. That’s the reason why we explore their headquarters (offices), highlight mission and benefits. Now it’s time to interview who is in charge of recruitment.
Discover how companies take a further step in the recruitment process by getting to know potential talents like you.
Please read on the interview to Neomobile’s Enrica Lipari.
Who are you, what is your role in Neomobile?
“I am Enrica Lipari, People Director in Neomobile. I started working here in 2009, and since then my role has evolved considerably: on one hand, I coordinate all the ‘people’ strategies, so the ‘operations’ in Neomobile such as HR management, engagement, training, mobility & expatriate management and so on; on the other hand I work with the Lean Community Change inside Neomobile, with the aim of supporting and implementing the company’s transition towards a more Lean & Agile approach and methodology.”
How is a job interview in Neomobile? What aspects of the candidate impact you the most?
“Typically a job interview corresponds to the identity of the person who organizes it, so the company itself: in Neomobile the job interview is informal, interactive, and active. The primary objective is actually to meet, discuss, and see if the company fits for the candidate and vice versa. So we have no predetermined questions or fixed agenda, because it’s a conversation, not a monologue or an interview.
We pay attention to the attitude, the confidence and the consistency that the candidate shows, which is an evidence of detail. It also counts the fluency in introducing himself/herself, but above all the motivation that drives the interviewee to come to our company and spend an hour of his/her time with us.”
What is talent for Neomobile?
“For me, talent is the expression of potential, it’s when a person has the power to express his/her resources and skills maybe never shown before: it is exactly through empowerment that the person has the right condition to do it and prove his worth. Neomobile develops this concept as follows: talent is the meeting point between specific skills and knowledge, so the ‘vertical’ expertise, and potential, so the ‘horizontal’ strength. In fact Neomobile sees talent as a “T -shape”, deep and wide at the same time”.
Talent stories in Neomobile: tell us one!
“Actually I have a lot to tell, not just one! I could tell the stories of those colleagues who, with the right mindset and the right attitude, accept changes and evolve in their career; all the Neomobilers who leave their comfort zone and challenge themselves with courage and strength. You see, those are stories of talent. Anyway, do not confuse talent with the career itself: you better find it in the evolution, in the enrichment of the person, rather than in the career.”
Three characteristics that the ideal candidate for Neomobile should have?
“Passionate, brave, authentic”
To whom would you not recommend to work in Neomobile?
“I would not recommend Neo to those people who do not give priority to its personal and professional growth, so people who do not risk, those who are uncomfortable in managing a change, and who are easily discouraged.”
What are the HR key factors on which Neomobile will invest in 2016?
“100 % HIRING: a good hire means working ‘less’ in the people management, in the training part, in the resolution of any possible conflicts. This is just a small part of the ‘Agile’ iceberg in Neomobile, where the People team (and it is no coincidence that we don’t call ourselves ‘HR’ anymore!) can do a lot: our role will increasingly support organizational changes and remove procedural and bureaucratic barriers for our people, in order to let them work and act lightly, and ‘ dance ‘ to continuous improvement.”
If you like to know more about Neomobile visit its company page on our site.