Joinrs con Ilaria, Head of Talent Acquisition Southern Europe in Transcom

Who is Joinrs?  

Joinrs is the meeting point for students, junior profiles, and companies. Thanks to our AI model, we help job seekers discover the best job ads aligned with their ambitions. At the same time, over 150 client companies use our platform for employer branding and talent acquisition strategies, aiming to attract candidates who align with their company's values. If you are a company and would like to learn more, click here.

  HR conversations with Joinrs 

At Joinrs, we go beyond just matching candidates with opportunities. In addition to facilitating connections, we conduct insightful interviews with professionals from diverse backgrounds and industries. Through these conversations, we provide valuable insights and perspectives to our users, enriching their knowledge and experience on our platform. Join us in exploring the depth and breadth of expertise across various fields to enhance your career journey. Today Ilaria is sharing her journey and advice with us!

1) How has your background in work psychology influenced your approach to the HR field?

My background in work psychology has not just been a theoretical foundation, but the lens through which I observe and act within the world of Human Resources (specifically, I started in the administrative HR area and later specialized in Talent Acquisition, also gaining experience in Learning and Development).

Psychology has allowed me to shift my focus from “managing people” to “understanding people,” enabling me to apply my knowledge and skills across different HR domains:

• • Recruitment and Selection: applying my studies to the interpretation of psychometric tests, the conduct of structured interviews, and the organization of assessment centers.
  • Training and Development: conducting numerous training needs analyses and designing personalized growth programs.
  • Performance Management: fostering continuous, constructive, and data-driven feedback; motivating and recognizing achievements fairly to enhance performance.
  • Organizational Well-being and Motivation: understanding the factors that influence employee satisfaction, motivation, and well-being — such as work-life balance, autonomy, and the quality of relationships with colleagues.
  • Organizational Change: understanding, managing, and supporting change within companies, helping people navigate transitions and reducing resistance.
    
    

2) How have you seen the role of HR evolve in recent years, especially in an international context?

Today, HR is the beating heart of the company. The focus has shifted from simple personnel management to creating a positive and personalized work experience.

We are increasingly becoming strategic partners, dealing not only with employee compensation but also with well-being, training, and support, adopting an innovative and open approach to dialogue.

My personal experience at Transcom Worldwide allowed me to witness a key evolution firsthand: we moved from recruitment to talent acquisition.

The selection process has become more proactive.

Talent Acquisition Partners (Recruiters) now actively seek candidates and provide them with an excellent candidate experience.

It’s no longer enough to simply find a new hire — companies have realized that, to remain competitive, they must attract top talent, who are often passive candidates (not actively looking for a job).

This has created the need to build a strong Employer Brand to attract high-quality profiles.

Now more than ever, we focus on integrating employees into company culture, structuring effective onboarding programs, designing clear career paths, and maintaining a constant focus on well-being, inclusivity, and a stimulating work environment.

Globalization has accelerated the evolution of HR professionals operating in international contexts, bringing new challenges and trends that continue to shape the future of the field.

• • Flexibility and remote work: We have learned to manage teams spread across the globe, creating policies and practices that support flexibility while maintaining a strong company culture, regardless of physical location.
  • Diversity, Equity, and Inclusion (D&I): Managing global teams has made D&I a central focus. Our role is to create a workplace that values differences and ensures equal opportunities for everyone, while actively preventing discrimination.
  • Competition for talent: Our mission is to attract and retain the best talents, wherever they are, by developing a strong Employer Brand.
  • Upskilling and Reskilling: Automation and AI are transforming the world of work. Our role is to anticipate these changes and implement upskilling and reskilling programs to ensure that the workforce remains competitive.

3) What do you think are the “must-have” skills for working in Human Resources today?

If I had to choose three key skills, I would say: data mindset, active listening, and critical thinking.

In the past, we often relied on instinct; today, it’s data that guides our decisions. Having a data mindset doesn’t just mean knowing how to use software — it means reading between the lines. For example, if data shows a high turnover rate in a team, you don’t just make assumptions; you investigate the real causes to propose targeted solutions.

Similarly, active listening goes far beyond simply hearing what is said. Often, when an employee raises a concern, the real issue lies elsewhere. Being able to grasp unspoken emotions and needs allows you to act with empathy and emotional intelligence.

Finally, critical thinking helps you connect the dots and make smart decisions in complex situations, finding innovative solutions to problems that have no clear precedent.

4) How are artificial intelligence and digitalization impacting your daily work?

Until a few years ago, we used to manually screen résumés — a long and often exhausting process. Today, thanks to AI-powered software, that phase has been optimized and automated. This has freed up valuable time that we can now dedicate to what truly matters: interacting with candidates and focusing on their stories and motivations.

AI and digitalization aren’t taking our jobs away — they’re making them more human and strategic. Administrative tasks have been automated, allowing us to use HR analytics to make more informed and predictive decisions about productivity and employee engagement.

Technology has become a tool that enables us to focus on the most meaningful part of our work: people.

Interview curated by the Joinrs' team