Rome: Balancing AI and Human Intuition

The first stage of the Talent & Tonic series, hosted in Rome on September 25, 2025, opened the discussion with a question that currently runs through every HR office: Can artificial intelligence improve talent selection without reducing its humanity?

In the talk, “Recruiting & AI,” experts and professionals discussed how technology is redefining Talent Acquisition, focusing on efficiency, inclusion, and the need to preserve human judgment.

AI and Structural Differences in the Labor Market

Alessandro Celeste (LHH) offered an overview of the current scenario: the differences between SMEs (Small and Medium-sized Enterprises) and large companies remain significant, both in the organization of HR processes and the adoption of new technologies. The data is clear: large companies offer average salaries that are 25% higher, welfare coverage of 75% (versus 30% in SMEs), and more widespread training programs (70% vs. 35%).

The digital divide is also evident: 70% of large companies use ATS platforms and AI tools, while this figure drops to 32% among SMEs. For Alessandro, the challenge is not just technological but cultural: “The recruiting of the future is not just measured by efficiency, but by the ability to combine data and relationships.” This message resonates with the expectations of Generation Z, for whom training and skill development are an absolute priority.

AI as a Democratic Tool

The baton was then taken by Francesca Marsico, Sales Manager at nCore HR, who introduced a complementary vision: AI as a democratic ally in selection, capable of reducing bias and ensuring more transparent and inclusive processes.

“Talent Acquisition must not betray the promises of Talent Attraction. Every candidate expects consistency between what a company communicates and what it actually offers during the selection process.” – Francesca Marsico

Thanks to AI, it is possible to reduce time-to-hire by up to 40% and cut costs by 30%, freeing recruiters from repetitive tasks to focus on the most strategic aspect: getting to know the people.

Among the functionalities of nCore HR that embody this vision are:

• AI Ranking, for objective and rapid CV screening;
• Application via WhatsApp, which makes the process 100% mobile and accessible;
• Personalized Assessments with immediate feedback;
• Killer Questions and AI video interviews, which evaluate consistency, communicative confidence, and authenticity.

The Rome stage thus represented the cultural dimension of change: the point where recruiters learn to become data translators of talent, capable of reading digital signals without losing the ability to listen to people.

Milan: Gen Z and the New Culture of Work

After the value-driven reflection in Rome, the Milan stage, hosted on October 1st, shifted attention to another major transformation: how to attract, understand, and engage Gen Z, the first truly digital native generation, but also the most attentive to consistency, purpose, and authenticity.

In the panel moderated by nCore HR, the testimonials from Paola Incardona and Michela Tomesani offered two complementary perspectives: on one hand, the digital transformation of processes, and on the other, the redefinition of the relationship between company and people.

Saipem: Recruiting as an Experience

For Paola Incardona, HR Manager at Saipem, innovation is not just a matter of tools, but of experience. With the support of nCore HR, Saipem has redesigned the candidate experience to be fluid and engaging: a journey that adapts to each candidate’s pace, while maintaining constant human contact. Thanks to gamification, candidates can “experience” the company even before joining, through simulations and experiential storytelling that illustrate the work behind sustainable technologies. This approach speaks the language of Gen Z: mobile, immediate, oriented towards work-life balance, and authentic experiences.

Gruppo San Donato: Listening as an Engagement Lever

Michela Tomesani, Talent Acquisition & Employer Branding Manager at Gruppo San Donato, discussed the challenge faced by a large healthcare group where over a quarter of new hires belong to Gen Z. For her, the key is to build less hierarchical, more experiential, and personalized paths, where dialogue replaces distance. “Young people are not just looking for a job, but a context that reflects their values,” Tomesani emphasized, “transparency, growth, and authenticity are the new priorities.”

With nCore HR, Gruppo San Donato has been able to standardize selection processes nationwide, improving consistency and traceability, but without sacrificing the specificity of individual local facilities. This balance combines efficiency and identity, digitalization and human connection.

The Milan stage demonstrated how AI and ATS can truly improve matching quality and the candidate experience, provided that technology remains at the service of listening and relationships. While Rome represented the cultural reflection on the relationship between man and machine, Milan was the operational lab of change, where Gen Z and AI meet to build a new culture of work.

Two Stops, One Vision: Technology Serving Authenticity

From Rome to Milan, Talent & Tonic demonstrated that HR innovation is not just a matter of tools, but of mindset. The challenge is not to automate selection, but to humanize technology, making processes more ethical, transparent, and people-centric. Companies that successfully combine empathy and innovation will be those capable of attracting not only skills, but also trust and a sense of belonging.

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