How Eni unified multilingual hiring across HR, procurement, and operations

As one of Europe’s largest energy companies, Eni recruits across corporate, operational, and technical functions, making consistency across departments just as important as role-specific evaluation.

Localized hiring needed a common standard

Eni needed assessments in its own language, shaped to its own roles. English-only assessments introduced unnecessary bias into Italian-language hiring, while different departments relied on their own evaluation methods, making hiring quality inconsistent across the business.

Just as important, every department was left judging candidates its own way. A procurement team and an HR team had no shared basis for what a good candidate looked like, which made hiring quality uneven and hard to defend.

Role-specific assessments built for every department

Rather than adapting generic assessments, Eni built role-specific evaluations that reflect how different teams hire, while keeping the process consistent across departments.

• Department-specific assessments. HR, procurement, executive assistant, graduate, and operations roles each have assessments tailored to the skills those teams actually hire for.
• Hiring in the right language. Candidates complete assessments in Italian or English based on the requirements of the role, ensuring language supports the job instead of becoming a barrier.
• Video-based evaluation. More than 2,200 video responses give hiring teams additional insight into communication, professionalism, and candidate responses beyond multiple-choice questions.

Standardized hiring across departments

Reusable assessment templates made it easy for teams to adopt the same hiring process across HR, procurement, and operations. Candidate assessments increased by more than 720% year over year, with 415 of 551 invited candidates completing the process, showing the framework scaled while maintaining strong candidate engagement.

Instead of every department creating its own screening process, hiring teams now evaluate candidates using the same role-specific, multilingual framework, making hiring more consistent across the organization.

Built to support changing hiring needs

As hiring expands across new roles and departments, Eni can build on the same assessment framework instead of creating new screening processes from scratch. That gives every team a consistent, scalable way to evaluate candidates while adapting assessments to changing business needs.