Published at 20 May 2024
Joinrs meets Pasqualina, Talent Acquisition Partner Western Europe at Straumann Group
Joinrs meets Pasqualina, Talent Acquisition Partner Western Europe at Straumann Group
Who is Joinrs?
Joinrs is the meeting point between students, junior profiles and companies: thanks to our AI model, we help job seekers identify and discover the best ads in line with their ambitions. At the same time, more than 150 client companies carry out employer branding and talent acquisition strategies on our platform with the aim of attracting candidates most compatible with the company's values. If you are a company and would like to learn more, click here.
HR Storytelling with
To learn about the world of HR. To chat and sneak a few secrets of the trade from professionals who have stories to tell. To be inspired. Joinrs' collection of interviews with HR practitioners was created with these three goals in mind: we hope that in their stories you will find the advice you seek and the determination to begin (or continue) building your most professional goals.
Pasqualina Aliperta
Pasqualina's journey into HR began unexpectedly after an inspiring encounter with an HR professional, which led her to discover her passion for the field. She advises newcomers to explore different paths and find what fits best.
Currently, she works as a Talent Acquisition Partner for Western Europe at Straumann Group, collaborating with hiring managers across EMEA to attract top talent. She emphasizes clear communication and cultural awareness in multicultural environments.
Her experiences abroad have taught her adaptability and resilience, enriching both her personal and professional life. Pasqualina stays ahead in recruitment by focusing on continuous learning, embracing technology, and building strategic partnerships. We thank her again for the time she invested in us and this project. Now it's time to read the interview!
1) How do you think your initial university education in Sociology helped you embark on a career path in Human Resources?
I must be honest in saying that My Sociology Degree didn't directly influence my choice to pursue a career in Human Resources. I stumbled into this field entirely by chance after meeting someone involved in HR who deeply inspired me. This encounter sparked my curiosity and prompted me to further explore this sector. As a result, I discovered my passion and decided to make this field my career.
Initially, I had considered a career in social field, however, I soon realized that it wasn't the right fit for me and I found HR to be a more fulfilling path where I could leverage my skills and interests more effectively.
For those who are about to start their career I would say: your first job isn't necessarily the one you will stay in for your entire career. Experiment and give yourself time to really understand if this is the right fit for you! Before landing to TA, I worked myself in the hospitality industry, running pubs, cooking and I was for a while a social worker. I did not have any corporate job until I was almost 26 and yet by meeting an HR person completely by chance, and working hard to learn quickly about my field, I sit here 10 years later as the Talent Acquisition Partner of an international Company where I have the opportunity every day to collaborate with managers across EMEA to hire the best talents and build performing & multiculture teams whose purpose is to unlock the potential of people’s lives by providing the most innovative dental solutions.
2) Today you work as a Talent Acquisition Partner Western Europe at Straumann Group. Can you briefly describe your typical day and what are the main objectives you aim to achieve in the long term?
As a Talent Acquisition Partner at Straumann Group, my typical day involves collaborating closely with Hiring Managers and HRBPs across EMEA to identify and attract top talent for our organization. Building trust and fostering collaboration with my colleagues is paramount, as it not only enhances the effectiveness of our recruiting efforts but also strengthens our relationships with candidates. Long-term, my primary objective is to establish sustainable partnerships internally and externally, ensuring that we continue to attract, engage, and retain the best talent to drive the growth and success of our organization.
3) What are the most effective strategies and practices to adopt when working in a multicultural context? What advice would you give to individuals who want to work in such environments?
When working in a multicultural context, communication is absolutely key. Misunderstandings can easily arise due to language barriers, different communication styles, and cultural differences. Therefore, it’s essential to communicate clearly and regularly.
It’s important to be mindful of these differences and to adapt your communication style accordingly. This may involve being more direct or indirect in your communication, using different types of language, or adjusting your tone and style of delivery. This also includes being open and direct, listening actively, and asking questions when you don’t understand something. Another important practice is actively seeking feedback from colleagues of different cultural backgrounds. This not only helps to improve communication and collaboration but also demonstrates respect for diverse perspectives and fosters a culture of inclusivity.
For those who aspire to work in multicultural environments, my advice would be to approach cultural diversity with an open mind and a willingness to learn and avoid stereotyping and making assumptions about people from different cultures. Take the time to educate yourself about different cultures and customs. Be proactive in seeking feedback from colleagues and be receptive to constructive criticism. Encourage open communication by providing opportunities for feedback and input and by creating a safe space for colleagues to share their thoughts and concerns. This way you can contribute to a more inclusive and collaborative work environment.
4) What do you consider to be the advantages and soft skills acquired from working abroad?
Working abroad offers invaluable experiences and opportunities for personal and professional growth that extend far beyond what any degree program can provide.
Above all, it forces you to step out of your comfort zone and adapt to new environments, cultures and ways of life. This can help a person learn about themselves in new ways and develop new skills such as adaptability, flexibility, independence, resilience, self-reliance, and problem-solving skills.
From career development point of view, it can open-up new job opportunities and help you gain valuable experience in your field while developing a global perspective and become more attractive to employers.
However, it's important to acknowledge that settling down abroad can be challenging. It may involve dealing with homesickness, cultural differences and logistical hurdles. Yet, despite these challenges, the personal and professional growth, the lifelong friendships, and the enriching cultural experiences make the journey immensely rewarding and transformative.
5) Finally, how do you plan to continue developing your skills in the field of Talent Acquisition to adapt to changes in the professional landscape and new challenges in talent recruitment?
The recruitment landscape is constantly evolving, influenced by factors such as changes in market dynamics, workforce trends, and technological advancements. Being adaptable and flexible in approach is key to navigating these changes effectively. This involves being open to experimenting with new strategies, adjusting recruitment tactics as needed, and being responsive to evolving candidate preferences and expectations. This is why is important to focus on continuous learning, data-driven decision-making, embracing technology, (AI- powered sourcing tools) adaptability, and building strategic partnerships. By prioritizing these areas, I aim to stay ahead of the curve and effectively address the new challenges and opportunities in talent recruitment.
Interview conducted by Francesca Capozzo
Who is Joinrs?
Joinrs is the meeting point between students, junior profiles and companies: thanks to our AI model, we help job seekers identify and discover the best ads in line with their ambitions. At the same time, more than 150 client companies carry out employer branding and talent acquisition strategies on our platform with the aim of attracting candidates most compatible with the company's values. If you are a company and would like to learn more, click here.
HR Storytelling with
To learn about the world of HR. To chat and sneak a few secrets of the trade from professionals who have stories to tell. To be inspired. Joinrs' collection of interviews with HR practitioners was created with these three goals in mind: we hope that in their stories you will find the advice you seek and the determination to begin (or continue) building your most professional goals.
Pasqualina Aliperta
Pasqualina's journey into HR began unexpectedly after an inspiring encounter with an HR professional, which led her to discover her passion for the field. She advises newcomers to explore different paths and find what fits best.
Currently, she works as a Talent Acquisition Partner for Western Europe at Straumann Group, collaborating with hiring managers across EMEA to attract top talent. She emphasizes clear communication and cultural awareness in multicultural environments.
Her experiences abroad have taught her adaptability and resilience, enriching both her personal and professional life. Pasqualina stays ahead in recruitment by focusing on continuous learning, embracing technology, and building strategic partnerships. We thank her again for the time she invested in us and this project. Now it's time to read the interview!
1) How do you think your initial university education in Sociology helped you embark on a career path in Human Resources?
I must be honest in saying that My Sociology Degree didn't directly influence my choice to pursue a career in Human Resources. I stumbled into this field entirely by chance after meeting someone involved in HR who deeply inspired me. This encounter sparked my curiosity and prompted me to further explore this sector. As a result, I discovered my passion and decided to make this field my career.
Initially, I had considered a career in social field, however, I soon realized that it wasn't the right fit for me and I found HR to be a more fulfilling path where I could leverage my skills and interests more effectively.
For those who are about to start their career I would say: your first job isn't necessarily the one you will stay in for your entire career. Experiment and give yourself time to really understand if this is the right fit for you! Before landing to TA, I worked myself in the hospitality industry, running pubs, cooking and I was for a while a social worker. I did not have any corporate job until I was almost 26 and yet by meeting an HR person completely by chance, and working hard to learn quickly about my field, I sit here 10 years later as the Talent Acquisition Partner of an international Company where I have the opportunity every day to collaborate with managers across EMEA to hire the best talents and build performing & multiculture teams whose purpose is to unlock the potential of people’s lives by providing the most innovative dental solutions.
2) Today you work as a Talent Acquisition Partner Western Europe at Straumann Group. Can you briefly describe your typical day and what are the main objectives you aim to achieve in the long term?
As a Talent Acquisition Partner at Straumann Group, my typical day involves collaborating closely with Hiring Managers and HRBPs across EMEA to identify and attract top talent for our organization. Building trust and fostering collaboration with my colleagues is paramount, as it not only enhances the effectiveness of our recruiting efforts but also strengthens our relationships with candidates. Long-term, my primary objective is to establish sustainable partnerships internally and externally, ensuring that we continue to attract, engage, and retain the best talent to drive the growth and success of our organization.
3) What are the most effective strategies and practices to adopt when working in a multicultural context? What advice would you give to individuals who want to work in such environments?
When working in a multicultural context, communication is absolutely key. Misunderstandings can easily arise due to language barriers, different communication styles, and cultural differences. Therefore, it’s essential to communicate clearly and regularly.
It’s important to be mindful of these differences and to adapt your communication style accordingly. This may involve being more direct or indirect in your communication, using different types of language, or adjusting your tone and style of delivery. This also includes being open and direct, listening actively, and asking questions when you don’t understand something. Another important practice is actively seeking feedback from colleagues of different cultural backgrounds. This not only helps to improve communication and collaboration but also demonstrates respect for diverse perspectives and fosters a culture of inclusivity.
For those who aspire to work in multicultural environments, my advice would be to approach cultural diversity with an open mind and a willingness to learn and avoid stereotyping and making assumptions about people from different cultures. Take the time to educate yourself about different cultures and customs. Be proactive in seeking feedback from colleagues and be receptive to constructive criticism. Encourage open communication by providing opportunities for feedback and input and by creating a safe space for colleagues to share their thoughts and concerns. This way you can contribute to a more inclusive and collaborative work environment.
4) What do you consider to be the advantages and soft skills acquired from working abroad?
Working abroad offers invaluable experiences and opportunities for personal and professional growth that extend far beyond what any degree program can provide.
Above all, it forces you to step out of your comfort zone and adapt to new environments, cultures and ways of life. This can help a person learn about themselves in new ways and develop new skills such as adaptability, flexibility, independence, resilience, self-reliance, and problem-solving skills.
From career development point of view, it can open-up new job opportunities and help you gain valuable experience in your field while developing a global perspective and become more attractive to employers.
However, it's important to acknowledge that settling down abroad can be challenging. It may involve dealing with homesickness, cultural differences and logistical hurdles. Yet, despite these challenges, the personal and professional growth, the lifelong friendships, and the enriching cultural experiences make the journey immensely rewarding and transformative.
5) Finally, how do you plan to continue developing your skills in the field of Talent Acquisition to adapt to changes in the professional landscape and new challenges in talent recruitment?
The recruitment landscape is constantly evolving, influenced by factors such as changes in market dynamics, workforce trends, and technological advancements. Being adaptable and flexible in approach is key to navigating these changes effectively. This involves being open to experimenting with new strategies, adjusting recruitment tactics as needed, and being responsive to evolving candidate preferences and expectations. This is why is important to focus on continuous learning, data-driven decision-making, embracing technology, (AI- powered sourcing tools) adaptability, and building strategic partnerships. By prioritizing these areas, I aim to stay ahead of the curve and effectively address the new challenges and opportunities in talent recruitment.
