The recruitment of personnel is enriched with a new tool aimed at making the generational change in local authorities more modern and dynamic. The idea is implemented in the recruitment decree, which provides for the creation of lists of suitable candidates, divided by category and professional profile, selected in aggregate form on the basis of an agreement between employers. At first sight it might seem like a minor novelty, but, in reality, it is a small revolution since the formation of the lists takes place even in the absence of a specific need for personnel and in the absence of specific programming; essential prerequisites in the previous regulatory framework. In practice, after the formation of these lists, the adhering bodies will be able to draw on the basis of hiring needs, both for an indefinite and fixed term, asking for availability only to selected subjects. In the event that there are more applications, the institution that must hire will have to carry out a further test for the definition of a ranking of merit among the subjects who have expressed their adhesion. But it will not be a new competition since the procedure foresees only one test, written or oral.
The written test can be carried out with IT tools, and therefore also with multiple choice tests, while the oral one can also take place via videoconference in compliance with the guarantees of publicity, identification of the candidate, security and traceability of communications.
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The new staff selection tool makes it possible to significantly reduce the time that elapses between the detection of staff needs and the coverage of the post. The ex ante formation of the list allows the one-off fulfillment of the bureaucratic formalities typical of a public competition: approval and publication of the Call in the Official Gazette, collection and verification of applications, appointment of the commission and performance of tests. The only requirement to be respected, in addition to programming, should be compulsory mobility; to which to add any evidence in case of more suitable ones available. With a single membership, it seems that the institution can proceed directly with the recruitment.
The new tool available presents a further interesting novelty in that the formation of the list of suitable candidates does not provide for the formation of a merit ranking and therefore is decidedly smarter than the associated management of competitions or the scrolling of the rankings of other bodies.
The management methods are also decidedly more dynamic than the more traditional instruments. The participating bodies will be able to manage the single selections directly or by outsourcing the process to companies specialized in recruiting and selecting personnel and the lists must be updated at least once a year without the need to wait for them to be exhausted, as happens with the old competitions. die. The eligible person may remain enrolled for a maximum period of three years.