Recruiting procedure The evaluation regards firstly attitude and motivations and then a technical and professional appraisal, with a subsequent differentiation of the process according to the position required by the candidate. Recruiting is based on individual interviews for highly qualified personnel, on group assessments (Assessment Centre) and English language tests for junior profiles.Introduction of new resources New employees are introduced by means of a careful process that alternates work experiences and training in order to guarantee a progressive learning of the organization and a gradual integration in the Company. The 18 month insertion contract is the recruiting method that is mostly used for young people with no specific working experience. The 38-40 months apprenticeship contract (which forms a special working relationship), for young people who apply for technical-operational areas, has two main objectives: to professionally qualify the employee through on-the-job training and to provide him/her with transversal technical and professional skills.
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Installed capacity from renewables is 6,490 MW, produced by about 650 plants in operation around the world
The gradual rise in global temperatures and the instability of fossil fuel markets are driving the development of solar power throughout the world, particularly in the area of photovoltaic technologies
EGP's guidelines call for the design of layouts that are environmentally compatible, with an appropriate number of wind turbines for the area concerned
EGP's know-how has made the company a world leader in the development of this clean, renewable and cost-effective source of energy
Italy is where geothermal energy was used for the first time for industrial purposes, and the country remains one of the leading producers of geothermal electricity
The exploitation of biomass is an important chapter in Europe's development of renewable energy
