Recruiting and promoting young people in the public sector is becoming more and
more challenging each year, due to the rigidity and length of recruitment procedures,
the rigidity of the wage system and the lack of incentive mechanisms. The aim of this
Master's thesis is to analyse the obstacles young people face in recruitment and
promotion in the public sector and to explore options for improvement, including
reforming the pay system and transferring good practices from abroad.
The research used an analysis of primary and secondary sources, including legislation
and policy documents. A comparative analysis of foreign practices provided insights
into the solutions used in other European countries to attract young people to the public
sector, with particular emphasis on countries such as the Netherlands, the UK and
Poland.
The results of the survey show that lengthy recruitment processes, low starting salaries
and rigid promotion conditions are key barriers to recruiting young people in the public
sector. The 2024 reform of the wage sytem brings some improvements, but questions
remain as to its actual implementation and its impact on attracting young people.
The work contributes to a better understanding of the structural problems of youth
employment in the public sector and offers concrete proposals to improve the system,
including digitisation of recruitment processes, more flexibility in pay and the
introduction of internship programmes similar to those abroad. The solutions presented
can contribute to making the public sector more attractive to young people and to
improving its demographic structure.
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