Gruppo Credem: how to find the best talent among 30,000 applications to support business growth
With Skillvue, Gruppo Credem halved time-to-hire and doubled the quality of candidates in interviews, managing tens of thousands of junior profile applications received every year.
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Gruppo Credem
Financial Services
Credito Emiliano
+€620M
5,000+
600+
Hiring
A bank in sustained growth needs to hire talent at the speed of the business
Gruppo Credem (Credito Emiliano) is one of Italy's and Europe's most respected private banking groups. With a net profit of +620 million euros in 2025, it is recognised as one of the most solid institutions for asset quality and risk management. It is also, and above all, a bank that grows: while the Italian banking sector closes branches and reduces headcount, Credem does the opposite: since 2020 it has created over 1,400 new jobs.
This growth creates a critical challenge for HR: every year Credem receives and manages around 30,000 applications, largely from junior profiles, school leavers and recent graduates applying through the Progetto Giovani, the group's main entry channel. In a sector where the average employee age exceeds 48 and 20–25% of the workforce will reach retirement by 2035, the ability to quickly identify and onboard high-potential young talent is fundamental to supporting the growth of the business.
30,000 applications and many junior profiles the CV could not really depict
In a market where banks, fintechs and tech companies often compete for the same junior profiles, the speed and quality of the hiring process have become competitive levers and essential elements in delivering a Candidate Experience that meets expectations.
An infrastructure capable of handling high volumes to support the Group's growth
Managing 30,000 applications without technological support was no longer possible. It was necessary to strengthen the process by accelerating operational steps while keeping human judgement at the centre of every decision.
The candidate experience had to match the Gruppo Credem brand
For a bank certified as Top Employer for 10 consecutive years and Equal Salary for 5, every candidate touchpoint is fundamental. A modern hiring process, aligned with the Group's values, was essential.
Identifying unexpressed potential was as important for HR as for the business
At such a junior level, CV-based screening could not truly differentiate profiles: the soft skills decisive for the development of these roles were invisible on paper, and the risk was failing to identify talent aligned with Gruppo Credem.
The Talent Pool needed to be expanded and every candidate given a real chance to be heard
With 30,000 applications a year and traditional hiring tools, it is not possible to give everyone an authentic space to express themselves. Without technological support, the most motivated and high-potential profiles risked going unnoticed.
Time-to-hire needed to be optimised to avoid losing the best candidates
Process speed was one of the most important competitive levers to work on to ensure an optimal hiring experience and avoid losing any of the most promising candidates.
Selection quality needed to be as consistent as possible across the Group
Guaranteeing uniform screening standards for a Group distributed across 600+ branches in 19 regions was both an operational and a fairness challenge. Without a centralised, structured filter, hiring quality risked becoming inconsistent.
What needed to change
Make the first filter more selective and predictive
identify high-potential profiles hidden among the 30,000 applications received annually, reducing the margin of error.
Reduce time-to-hire and optimise shortlists
respond more quickly to candidates aligned with the Group's values and open roles to bring them to interview.
Guarantee consistent hiring standards
maintain the same depth and quality of evaluation for all candidates regardless of when or where they applied.
Improve the Candidate Experience
make the entire process accessible, fast and fair - a genuine opportunity to be heard, consistent with Gruppo Credem's Top Employer positioning.
AI-scaled Assessment with Skillvue
Skillvue was integrated into the Progetto Giovani hiring process with a gradual, data-driven approach: first validation on an initial perimeter, then progressive extension.
Resilienza
Intelligenza emotiva
Orientamento agli obiettivi
What changed and why it matters
-50%
Time-to-hire
+50%
Fit-to-hire in interviews
-15%
Unsuccessful interviews
More candidates get to demonstrate their value
The assessment gave more people the opportunity to surface real skills beyond the CV. High-potential profiles that previously risked getting lost in the volume are now identified effectively and quickly.
Radically improved interview quality
The +50% fit-to-hire means the second step of the process has become more efficient: less time spent on low-yield interviews, more informed decisions, faster feedback cycles.
Human-in-the-loop, always
The assessment produces information that makes decision-making more informed and effective. The data produced by Skillvue's AI feeds the decision, which always remains in the hands of the recruiters.