Recruiting Policy

Employee Recruitment Policy

1. Purpose
   The purpose of this policy is to define the rules and process of employee selection and hiring for all the Companies of the Meccanica Baudano Spa Group, in order to:

• ensure transparency, visibility and impartiality of the company in compliance with EU, national and regional laws;
• provide useful guidance to the company areas/units involved in the process;
• offer employees and new hires an informative guide.

2. Application
   These rules apply to hiring for permanent positions at L’Immagine Ritrovata S.r.l. and its direct/indirect subsidiaries, with the exception of the recruitment of personnel belonging to legally protected categories, for which special legal procedures apply.
3. General criteria for employee selection
   The company’s process of selection and hiring is based on disclosure and transparency, in order to clarify the criteria adopted for recruitment.
   Candidate searches and selection tests must be organized and carried out according to the following general criteria:
4. a) Visible and transparent selection process
   For this purpose, a public job announcement will be prepared and published on the company’s website for each hiring.
5. b) Impartial evaluation
   The selection process is based on assessing and identifying the resource with the professional experience and background most suitable for the position’s duties.
6. c) Equal opportunity and non-discrimination
   Employment decisions are not based on gender, culture, origin, or any other discriminatory criteria.
7. Employee selection
   Based on the guidelines provided by the Board of Directors, the director or manager of the relevant company area will initiate the recruitment and selection process as follows:
8. a) Job announcement
   A job posting will be published on the company’s web channels for a reasonable period before the application deadline.
   The announcement must include:

• the professional profile;
• required qualifications, education and credentials;
• whether professional experience in the sector is a requirement or preferential qualification;
• application procedure and deadline, as well as the duration of the evaluation period;
• job classification;
• timing and methods of selection (based on qualifications and/or interviews and/or written or practical tests).

1. b) Selection committee
   A selection committee will be established, consisting of the director, the head of the company sector/area requiring the resource, and any external experts with proven experience in the relevant professional field.
2. c) Requirements for admission to the selection process

• relevance of education and background to the position;
• professional experience in the role or in similar ones (if indicated in the job announcement);
• other experience related to the position (if indicated in the job announcement).

1. d) Conclusion of the requirements analysis phase with

• a defined list of potential candidates;
• scheduled meetings with the shortlisted candidates.

1. e) Selection
   The selection focuses exclusively on a thorough assessment of the skills and aptitudes most suited to performing the required duties.
   Resumes, tests and interviews must make it possible to evaluate the candidate’s abilities, skills, aptitudes and reliability, along with any additional professional value relevant to the company’s objectives.
   The steps of the selection process are:

• resume review;
• interview focusing on aptitudes and skills;
• written/practical test if necessary.
  The job announcement defines the stages of the selection process and the tests to be carried out.

1. f) Final selection
   The results of the process will be communicated to the shortlisted candidates, in compliance with current privacy regulations.
   The communication will only contain information regarding the selected candidate and the closing date of the process.
2. Evaluation criteria and methods
   Qualifications and experience will be evaluated and complemented by:

• information on shortlisted candidates to be invited to the interview and/or written test, in compliance with privacy law;
• scheduling interviews/tests with shortlisted candidates.