This document summarizes an interview with Simona Abraitienė from Lithuania about their experiences with e-recruitment in the civil service. She notes that the main challenges with online assessments are internet connection issues and candidates not informing about refusing to participate. Lithuania's e-recruitment process takes 2-6 months and involves online applications, document screening, and communication. Competency assessments evaluate organization, communication and analytical skills online. Statistics on e-recruitment efficiency are available on their website. Candidate satisfaction may vary due to personal opinions. Selection commissions jointly evaluate candidates while institutions assess specialized requirements, but final candidate scores are calculated from all members' averaged ratings.

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Questions to Simona Abraitienė, Advisor, Selection Division,
Civil Service Department under the Ministry of Interior, Lithuania
(SIGMA virtual workshop on e-recruitment in the civil service, 21 July 2020)
Examination:
1) What difficulties do you face when running an online assessment?
Simona Abraitienė, Advisor, Selection Division, Civil Service Department under the Ministry of Interior,
Lithuania: The most common difficulties that occasionally occur when running an online assessment are
related to internet connection and absence of candidates when they do not inform about refusal to
particapte in the assessment.
2) How successful was the online written exam and what challenges did you face?
Simona Abraitienė, Advisor, Selection Division, Civil Service Department under the Ministry of Interior,
Lithuania: During quarantine time we conducted only interview based assessments where all candidates
had to answer commissions’ questions. However, currently we are conducting computer-based online
exam, held in the premises of Civil Service Department. This is a two-stage assessment, which is
composed of a computer-based test and an interview. Only those who get a relevant score can take part
in the second stage – interview. Usually, this type of assessment is conducted in order to manage the
number of applicants, i.e. when there is a huge number of candidates for one vacancy. It is a convenient
and time efficient method of an assessment as results of the test are seen immediately. The challenges
may occur if the connection issues occur.
General:
3) How long does the e-recruitment process in Lithuania take (from the beginning until the
candidate is selected)?
Simona Abraitienė, Advisor, Selection Division, Civil Service Department under the Ministry of Interior,
Lithuania: The e-recruitment process in Lithuania takes from approximately 2 to 6 months.
4) What stages of the competence assessment do you bring online?
Simona Abraitienė, Advisor, Selection Division, Civil Service Department under the Ministry of Interior,
Lithuania: 3 competencies are checked using a computer-based test: organisation, communication and
analysis-reasoning.

2. 2
5) Do you have any statistic on e-recruitment efficiency in Lithuania?
Simona Abraitienė, Advisor, Selection Division, Civil Service Department under the Ministry of Interior,
Lithuania: According to the data provided in the presentation, it can be assumed that e-recruitment is a
significant part of a selection to the civil service of Lithuania as the majority of processes (applications,
scrutinizing documents, communication with applicants) are held online. Thus, we conduct a weekly
report on figures about announced vacancies, commission assessments and candidates’ applications.
Some data are available here: http://vtd.lrv.lt/lt/naujienos/informacija-apie-valstybes-tarnybos-
departamento-vykdomus-centralizuotus-konkursus-ir-atrankas-51
6) You showed the information on candidates’ experience. What could be the reasons that not all
were fully satisfied?
Simona Abraitienė, Advisor, Selection Division, Civil Service Department under the Ministry of Interior,
Lithuania: The reasons for being unsatisfied with the selection procedures may vary depending on many
criteria, e.g. personal opinion.
Appointment:
7) Who has the final decision in selecting candidates, is it the commission or the head of
institution who has the vacancies?
Simona Abraitienė, Advisor, Selection Division, Civil Service Department under the Ministry of Interior,
Lithuania: The commission is made of representatives from the Civil Service Department and institution
which has a vacancy. The members of a commission have equal rights to evaluate the candidate. The
specialists of the Civil Service Department assess the general competencies, which are obligatory for every
civil servant and suitability to perform the functions of a civil servant. Simultaneously, the representatives
from the institution assess the special requirements and capabilities to fulfil the functions which are set in
a job description. Finally, the members’ scores are summed up and the average is divided by the number
of members of a commission. This is how the final candidate’s score is calculated.