E-recruitment practices in the civil service


On 21 July 2020, SIGMA organised a virtual workshop for both ENP and IPA partners to discuss e-recruitment practices in the civil service. This initiative comes as a response to many requests received by SIGMA on the occasion of previous coronavirus (COVID-19) webinars – many participants requested to discuss the practice of e-recruitment in more detail, as it gained importance during the pandemic crisis.

Over 100 participants representing public institutions, but also NGOs and experts from almost all partner administrations participated in the event, as well as representatives from ReSPA and a number of EU Delegations.

Take a look at the agenda.

Introductory remarks from the Deputy Head of the SIGMA Programme were followed by an introductory presentation on the topic of e-recruitment.

The main part of the workshop consisted of the following three presentations by Albania, Belgium and Lithuania, on specific solutions related to e-recruitment. Also view questions asked during the workshop, with answers provided by the speakers.

Further support material can be viewed below.

Public Administration of Albania

Federal Public Service Finance, Belgium

Public administration of Lithuania


The workshop showed that there were some common concerns related to e-recruitment, mostly related to proctoring, data security, IT preparedness and the cost of introducing e-recruitment. There was also a question regarding whether applied solutions worked equally well for all categories/groups of civil servants. These questions and answers from speakers are available here.

The primary takeaways from the workshop are:

  • The coronavirus (COVID-19) pandemic crisis stimulated many innovations in human resource management in the civil service, including developments in and increased application of e-recruitment.

  • It is likely that increased use of e-recruitment will persist after the coronavirus (COVID-19) pandemic crisis, and different e-recruitment solutions will be further developed.

  • Advantages of e-recruitment such as increased transparency, flexibility, efficiency and participation outweigh the challenges related to supervision of candidates during the examination phase, possible technical problems, lack of IT skills and security concerns. Many countries pointed out that the barrier for introducing e-recruitment is the lack of funding to make such an investment in the short term.

  • E-recruitment needs to be understood in a broader sense and should also include  actions related to employer branding and onboarding of new recruits (see good practices from Belgium).

  • The results of the poll run during the workshop show that e-solutions could be applied in all phases of recruitment and not only during the application and testing phases.

  • The usefulness of e-recruitment can be different for different organisations. It may be more useful for centralised recruitment systems, or larger organisations with a wide number of candidates (economies of scale).

All workshop documents can be browsed on Slideshare


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