Between 2024 and 2028, Italy is projected to need between 3.1 and 3.6 million new workers. This data comes from the Excelsior Report, promoted by UnionCamere in collaboration with the Ministry of Labor and Social Policies and the European Union.

The demand for personnel is divided into two main categories: expansion demand, which concerns the jobs created by economic growth; and replacement demand, which refers to positions vacated by workers exiting the labor market.

Over the next four years, Italy is projected to need more than three million new workers across both the public and private sectors

The total projected workforce need could range from 3.15 million in a pessimistic scenario to 3.63 million in an optimistic one.

The majority of these positions will be needed to replace outgoing workers, who will account for approximately 78% of the demand in a favorable scenario and up to 88% in an unfavorable one.

Sectors and worker categories

Private Sector: Workers in the private sector will account for 61% of the total workforce demand
Public Sector: Public employees will represent 22% of the demand
Self-employed: Independent professionals (freelancers and sole proprietors) will cover the remaining 17%.

From a territorial perspective, Southern Italy and the Islands will see the highest workforce demand, followed by the Northwest, Northeast, and Central Italy.

Notably, Lombardy alone will require approximately 669,000 workers, accounting for over 18% of the national demand.

It is in this context that Mozzanica, long committed to excellence in personnel management, has chosen to make its hiring process transparent, providing both junior and senior candidates with a clear career path and secure growth opportunities.

In 2024, Mozzanica Italia further expanded its workforce, now boasting 95 new employees across three locations, while Mozzanica USA has a team of three staff members managing its two sites in the United States.

Mozzanica's selection process

1

Personnel Search

Mozzanica begins the search for new talent by utilizing specialized recruitment agencies and platforms like LinkedIn, which allow the company to reach a wide pool of candidates and attract professionals with diverse backgrounds and experience.

2

First Contact

Shortlisted candidates undergo an initial interview with the Human Resources Representative to assess their experience, general skills and motivation.

3

Technical interview

If the first interview is successful, the candidate proceeds to a second interview with their future department manager. In this interview, technical and practical aspects of the role are discussed in greater detail.

4

Negotiation

A third and final interview focuses on discussing employment conditions, ensuring that there is an alignment between the company's expectations and those of the candidate.

5

Probationary Period

Once hired, the new employee begins a paid probationary period, during which they work closely with experienced colleagues to receive practical training.

6

Regular Evaluations

During the probationary period, regular meetings are held with the Human Resources department to assess the employee's performance and satisfaction, as well as the satisfaction of the department in which they are placed. The results are then shared with the Quality department.

7

Professional growth

If the probationary period is successfully completed and the evaluations are positive, the employee is offered a permanent position and begins a personalized career development path with new objectives and responsibilities.

During this process, they are supported by a more experienced colleague and the Human Resources department.

For at least one year, their performance will continue to be evaluated.

As previously mentioned, Mozzanica devotes significant energy to its personnel, investing heavily in what it regards as its most valuable asset. After all, it’s not just capital and machinery that drive a business forward, but the employees and the unique value each one brings to the table.

In a context where many businesses struggle to guarantee growth and development opportunities, Mozzanica is committed to creating a stimulating and educational work environment.

Its focus on employee well-being and lifelong learning not only boosts job satisfaction, but also translates into high quality service for clients.

Investing in human capital is key to the company's success, clearly showing how a people-centric approach can make a difference in a competitive and rapidly changing industry like high-level fire protection.

Stacey Mozzanica

HR Manager