The results of a survey carried out in Greece regarding the recruitment and the selection process of junior level candidates (in English)

1. Problems and difficulties which arise
in junior staff selection procedures
June 2020

2. General data of the survey
 The survey took place in Greece in the first and second quarters of 2020.
 The sample size was 269 people in Human Resources positions and senior executives within
the companies.
64,6%
34,3%
1,1%
Sample Gender
Female
Male
Other
6,3%
50,2%27,5%
13%
3%
Sample Age
18-24
25-34
35-44
45-54
55-64
28,6%
25,3%18,2%
27,9%
Years of employment in HR
0-2 years
3-5 years
6-10 years
>10 years
6.7%
23.4%
33.5% 36.4%
Not at all Little Enough Good Very
Good
Experience with staff selection
procedures

3. Survey Results
26.8%
88.8%
11.9%
42%
Age
Work experience
Education level
Years of employment
Based on what characteristics do you define an
executive in your business as a "Junior"?
0.4%
14.1%
36.1%
32%
17.5%
Never Rarely Sometimes Often Very Often
How often do you look for Junior executives?

4. 4%
8.4%
22.5%
38.1%
4.8%
48.5%
22.6%
16.3%
61.9%
20.7%
25.6%
20.6%
21.1%
18.8%
21.8%
21.5%
20.6%
9.9%
25.5%
26.3%
20.6%
12.9%
31.8%
16.7%
21.1%
20.6%
14%
25.8%
20.1%
17.3%
14.4%
31.1%
7.6%
17.8%
22.8%
8.4%
23.6%
19.4%
18.8%
13.3%
13.3%
5.1%
16.7%
19.5%
5.5%
Recommendation from a company employee
LinkedIn
Kariera.gr
Skywalker
Recommendation from acquaintances / associates
Headhunter companies
Career Days
University liaison offices
Other
Junior executives search method
Never Rarely Sometimes Often Very Often

5. 7.6%
15.4%
24.1%
35.5%
7.4%
44.2%
26.4%
21%
64.9%
14.4%
16.5%
24.9%
22.5%
17.4%
16.2%
20.6%
18.9%
8.1%
26.8%
35.6%
25.6%
22.5%
36.2%
21.7%
25.3%
26.1%
15.4%
30.4%
21.3%
15.9%
13.7%
27.4%
10.7%
18.4%
22.1%
8.1%
20.6%
11%
9.2%
5.5%
11.4%
7%
6.8%
11.6%
3.3%
Recommendation from a company employee
LinkedIn
Kariera.gr
Skywalker
Recommendation from acquaintances / associates
Headhunter companies
Career Days
University liaison offices
Other
How satisfied are you with the junior search method you follow?
Not at all Little Bit Enough Good Very Good

6. 16.3%
13.5%
5.1% 4.4%
8.1%
66.6%
31,5%
29.1%
19.1%
9.5%
19.5%
11.4%
23.6%
30.2% 32.4%
24.6%
29.8%
11.1%
21.5%
21.1%
30.6%
40.4%
32.4%
8.5%9.6%
5.8%
15.5%
20.9%
9.9%
2.2%
Post a job opening CV collection Screening Interviews Candidate
Selection
Other
At what stages of the junior selection process are most resources spent?
Not at all Little Bit Enough Much Very Much
11,9%
31,6%
38,7%
15,2%
Average time period of the whole process
up to 2 weeks
from 2 to 3 weeks
from 3 to 4 weeks
from 1 month to 2
months
A small percentage of the
sample (2.4%) answered
that it takes from 2 to 4
months on average.

7. 54.7% 53.6%
71%
84% 87.7%
Post a job opening CV collection Screening Interviews Candidate selection
Do you use automated procedures in the following phases?
Ναι
Όχι
45,2% 46,3%
28,9% 15,9% 12,2%
23.4%
8.6%
7.1%
20.4%
11.2%
14.9%
High cost
Unwieldy tools
Time consuming process
Unreliable solutions
Lack of knowledge and skills
Lack of knowledge about relevant tools
Why you have not used automated procedures in the
selection of junior executives since now?
So 44.2% of the
sample answered
that they use
automated
procedures.

8. 22%
48,3%
20%
1,6%
8,1%
Who makes the final decision to hire a
junior executive?
Director General
Director of the
department in which
the junior will work in
HR Manager
HR Manager & Director
of the appartment
Other
20,4%
69,1%
8,2%
2,2%
How many people are working in all phases
of the process to fill a junior job?
1
2 to 3
3 to 5
>5

9. 30,9%
23,4%
13,4%
11,2%
4,5%
4,5%
1,5%
3%
4,6%
3%
How much money do you spend on average to publish
a job opening for a junior executive?
0-50 €
50-100€
100-150€
150-200€
200-300€
300-500€
>500€
Do not know
Other
Subscription packages
This percentage (30.9%) is
also confirmed by the
main way of looking for
juniors which are the
recommendations.

10. 99.7%
40.3%
44.2%
31.7%
Interview
Psychometric tests
Recommendations
On-the-job training
How do you evaluate soft skills during the selection
process of a junior executive?
78.8%
91.1%
44.6%
35.9%
10.0%
CV
Interviews
Recommendations
On-the-job training
Assessment tests
How do you evaluate hard skills during the selection
process of a junior executive?
It is obvious that soft skills
are mainly evaluated in the
interview, but we also
observe intense use of
psychometric tests and
recommendations.

11. Conclusions
 The search for junior candidates is frequent (49.5%).
 The main methods for searching junior candidates seem to be divided into three pillars, which are the
recommendations (23.6%), job boards (32.1%) and social networks (19.4%). We also notice that
Headhunting companies have a very low percentage in the search for junior candidates.
 The money spent on posting a job opening for a junior, is mainly 50-150 € per job opening (36.8%) and
the following rates are 30.9% (0-50 € per job opening) and 15.7% ( 150-300 € per job opening).
 A lot of resources are spent on the staff selection process, mainly in the screening, interviewing and
candidate selection phases.
 55.8% of the sample that does not use automated systems, is due to the high cost (23.4%) and because
they do not consider them reliable (20.4%).
 Soft skills seem to be assessed almost exclusively through the interview (99.7%), as reflected in the
survey. However, a large percentage also hold psychometric tests (40.3%).

12. Thank you!
Always at your disposal for any clarifications!
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