| 4. In which ways is the initiative creative and innovative?
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One of the key components in the successful implementation of the ORS came from support through legislation. This involved lobbying to Parliament to amend the Law of Georgia on Civil Servicewith regards to the process of unbiased application and promotion within the civil service and to adopt the anti-corruption ethos of the ORS.
After the relevant legislation was amended the development of the software and subsequent website went underway. The ORS was designed and implicated in its entirety by the Civil Service Bureau, which included a team of dedicated lawyers, managers and IT specialists.
Furthermore, a public awareness campaign was generated to coincide with the launch of the ORS. As the success of the new recruitment portal was hinged on the public’s use of the system, it was important to draw attention to its key features through mainstream social media portals as well as the Civil Service Bureau’s own website.
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| 5. Who implemented the initiative and what is the size of the population affected by this initiative?
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The solution was entirely proposed and implemented by the Civil Service Bureau of Georgia. The Civil Service Bureau mobilised all of the subsequent resources, as well as entirely designed and implemented the software. The implementation of the initiative was led by the HR Department of the CSB, specifically through the support of a team of lawyers, managers and IT specialists.
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| 6. How was the strategy implemented and what resources were mobilized?
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As the ORS was designed and implemented by the Civil Service Bureau, all resources concerned with the initiative were mobilised in-house. The team directly related to the development and on-going support of the ORS consisted of a talented IT professional, as well as online support technicians.
The budget allocated for the ORS was equivalent to USD 40 000 and included the design of the system’s software, launch of the program, media coverage and staffing needs.
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| 7. Who were the stakeholders involved in the design of the initiative and in its implementation?
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Whereas previously jobseekers would need to apply for each individual job through a paper based application, a process which was time consuming and labour intensive, now an individual can log onto the ORS and lodge an application through their profile which stores their résumé and other relevant documents. Other benefits offered by the site include the ability for users to save vacancies and leave comments for advertised positions.Being a technology-based system, it also brings the further benefits of fiscal savings as well as reduced time and effort required by both CSB personnel and the public when using the recruitment system.
Job seekers can now apply for positions within different sectors of public service that were previously not disclosed, or only advertised to a limited audience.This includes promotions within the civil service, ensuring that all new appointments are made solely on the basis of competition. The ORS allows users flexible and efficient access to available positions, giving an equal opportunity for access to those who apply.
HR managers now have an elaborate recruitment tool by which to search for applicants that meet their required needs. They can tailor search parameters to filter applicants based on fields such as experience and qualifications as well as receive notification when applicants apply for an advertised position with them.
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| 8. What were the most successful outputs and why was the initiative effective?
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The Civil Service Bureau of Georgia frequently organizes a discussion on the development of the ORS with the human resources managers from state agencies; they express their opinions on the system and propose their suggestions for further development.
The Civil Service Bureau regularly works with human resource managers from state agencies in order to maximize the efficiency of recruitment system development and implementation in the Georgian civil service.
The results of this initiative can also be seen through the feedback received by way of the social media portals, official hotline, online support services and most importantly the testimonials of successful applicants who have used the services of the ORS. These testimonials are available on the website and are a reflection of not only the success of the ORS, but of the confidence that the program’s users have in the system.
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| 9. What were the main obstacles encountered and how were they overcome?
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One of the main obstacles faced by any online recruitment system operating in a developing country in the digital age is the computer literacy of its people. As development in Georgia pushes ahead to meet Western standards, a lack of computer literacy among the population is severely hampering its civil service. As now all positions available throughout the civil service are published online through the ORS, it is almost impossible to be accepted for a position withinthe civil service sector without basic computer skills.
In order to combat this obstacle the Government of Georgia instigated a program in which computer centres were opened in villages throughout the country in a bid to increase access, and in turn the computer literacy of its citizens. The project which delivers free internet access for interested users has the twofold benefit of allowing access to the ORS for those with relevant computer skills as well as those users who will benefit from free access to reliable internet and computers to better develop their own skills. It is hoped that this initiative will give more people access to the ORS and in turn lead to more qualified and talented professionals.
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