Innovative public sector recruitment process



Policy areas

Organisation name Road Transport Societe

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Contact person: Nikolaos Kakaris

The Covid-19 pandemic has significantly challenged the way public transport from the Attica Region (Greece) operates. To respect social distancing, more frequent routing and vehicles needed to be added. To ensure a rapid response to the need for more drivers and technicians, the project aimed at innovating the recruitment process of the company that runs the public transport in the Attica Region.

In Greece, so far, the recruitment process in the public sector and in the legal entities of either public or private areas often takes about eight months to two years for the whole process to be completed. The recruitment process was designed and completed in just four months; the process of evaluating the supporting documents was completed within a month. All relevant data were collected in advance through digital forms, in strict compliance with GDPR. The new drivers and technicians received training via a digital platform to increase their preparedness for the onboarding.

The completion of this process brought a major beneficial outcome to both the employer and workers, as well as the residents who use the public transport services. As a result, an additional 3000 daily journeys were introduced, allowing effective and safe public road transport. In parallel, significant value was delivered to employees, as the upgraded service level did not come at an expense of workload peaking. The increased numbers of staff led to more frequent, safer routes at reduced vehicle capacity, while maintaining the same high working condition standards.

Currently, the company operating the public transport in the Attica region sustains the project beyond the initial period. The team expects a further increase in the number of vehicles and daily journeys by 50% to reduce commuters’ waiting time. As a result, there is an expectation that more people will use public transport, leading to increased revenue that can further be used for development of public transport.

The main axes of the recruitment project were:

  • defining the requirement and the Procedure of the Call;
  • collecting all candidates’ applications electronically;
  • processing, evaluating procedures and ensuring electronic registration;
  • finalising the results and the issuing the results via the Supreme Council for Civil Personnel Selection;
  • activating the ‘Arrival Procedure’ and the ‘Just in Time’ procedure under Covid-19 physical presence constraints;
  • placing those newly recruited in the depots and office workplaces, as well as their training and onboarding to the organisation.

Key innovative points of the project:

  • A total of 3406 people applied for 7500 positions and specialties.
  • Applications were sent via e-mail or by sealed envelopes via courier.
  • All communication with the candidates was achieved digitally.
  • The process of evaluating the supporting documents under the directions of Supreme Council for Civil Personnel Selection was completed within a month.
  • All necessary documents were prefilled as personal data had been collected in advance, in strict compliance with GDPR.
  • All the employees of who were engaged in the process were well-informed, trained and had successfully completed preparedness exercises.
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