The meeting will offer participants the opportunity to reflect on how they (and their companies) are addressing recent changes in the relationship between people and organizations, delving into the paradoxes these changes are creating in the Italian labor market. Employees are increasingly demanding in terms of benefits and work-life balance, but at the same time, they are increasingly quick to "disinvest" in their role and seek something else. Companies are responding with unprecedented investments in well-being. But is this the right approach? Current data and future projections seem to suggest otherwise, indicating that different solutions need to be sought. Recruitment processes, which are becoming increasingly long and costly, are also not yielding the desired results, with almost 50% of recruitment processes failing, despite a significant pool of talent that is either emigrating or simply choosing not to work. And while young people are going abroad, too few organizations are able to respond by attracting qualified workers from abroad. There is no easy answer to these dynamics, but only with greater awareness of certain phenomena and the real effectiveness (or ineffectiveness) of certain solutions can companies hope to address them successfully and remain competitive in the labor market. In particular, during the meeting, participants will be able to:

• reflect on the real value of investments in well-being: only rarely do even massive investments in benefits translate into a real improvement in employee engagement and performance. It is therefore useful to discuss how to move away from a "benefits checklist" mentality and, through real-world company examples, create strategies for true employee engagement
• rethink their selection processes, which now take months, taking responsibility for shortening them and choosing to approach the speed at which talent, especially the most brilliant, "flee" these processes
• discuss the international dimension of the labor market, which is still too often overlooked. To absorb the outflow of young people emigrating and older people retiring, one of the ways forward will be to seek more and more qualified personnel from abroad. The new European "Blue Card" is a help that comes from institutions, but companies must first change their approach to recruitment.