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JOBS & CAREERS
The Selection Process
The selection process, which is activated with the submission of a job posting profile on the part of Eni or its subsidiaries, is organised into several phases:
 CV search
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| Effectuated largely through the database where all the CVs sent through the website are stored. The first screening is conducted on the basis of objective general requirements such as: - Type of qualification (predominantly technician diplomas and degrees in engineering, economics and other technical/scientific degrees) - Regularity of attendance - Final result achieved. For recent graduates, this starts from 100/110; for graduates with first level degrees (corresponding to a primary degree outside Italy), this starts from 90/110 - Age (for recent graduates, maximum 29 years of age) - Language skills, preferably documented - Computing skills - Further training experience after the qualification obtained - Professional experience - Willingness to travel, both within Italy and abroad |
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Pre-screening by telephone
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| The job posting will be presented in a telephone interview, first confirming the information contained in the candidate's CV and therefore his/her suitability, then discussing in depth the candidate's reasons for wanting to work in the Eni Group. Once the availability and reciprocal interest is established, arrangements are made to proceed to the attitude evaluation phase. | |
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Assessment of attitude for recently-graduated degree-holders and diploma-holders: assessment centre
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| Attitudinal selection is conducted through an assessment centre, a structured but versatile evaluation methodology aimed at individuating certain personal traits and potential abilities. Essentially, it involves several evaluators observing and assessing the individual candidate's behaviour in a group context. The methodology consists in a number of situational tests, both individually and within a group, questionnaires, tests and an English language exam, concluding with an in-depth motivational interview. The tests administered do not require specialised knowledge and therefore technical skills are not evaluated. |
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Assessment of attitude for expert applicants: focused interview
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| In the case of a very specialised job profile involving prior professional experience, an attitude evaluation is conducted using the "focused interview", a structured evaluation methodology based on an information-gathering, motivational interview where the candidate's personal characteristics, expectations, motivations and professional and educational history are examined in depth. The candidate is also subjected to a situational test and to an English language test. | |
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Technical evaluation
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| This is the final phase in the selection process, and involves an interview focused on the candidate's specialised knowledge and skills conducted by management-level personnel from the business area where the candidate would ostensibly be working. Themes relative to the candidate's education, technical skills and professional experience are addressed in detail. Also examined is the candidate's problem-solving ability, intended as the capacity to apply academically acquired knowledge to practical operational reality. |
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Ranking and feedback
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| At the end of the selection process, a final ranking is drawn up. Eni Corporate University then communicates the final results to every single applicant. The winning candidate is placed in contact with the appropriate company authorities to formalise his or her new contract. | |
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