The recruitment of workers from third (i.e., non-EU) countries has emerged as a potential solution to the sometimes severe shortages of workers facing Greek businesses. The discrepancy between the demand for and the supply of workers and skills acts as a severe headwind as Greece tries to grow its economy and lighten its debt burden.
It is no secret that industries across Greece, including tourism, agriculture and livestock, manufacturing, and construction, are experiencing serious difficulties in finding and retaining the number of workers necessary for their smooth operation.
Various studies estimate that the shortfall ranges between from 200,000 to 400,000 workers. It is exacerbated by Greece’s rapidly aging population and the education and career choices of the Greek workforce, creating a systemic need for additional sources of human capital.
The challenge is even greater considering that much of the demand is not for unskilled labor, but rather for workers with medium to high levels of professional expertise.
Already, the recruitment of workers from countries such as Vietnam, India, Nepal, the Philippines, and Egypt has grown significantly over the past year, demonstrating the opportunity for Greek businesses to acquire the necessary workforce.
But the road to recruiting suitable people from third countries is not smooth – at least not yet – and Greek businesses face substantial challenges.
One of the biggest obstacles is the lengthy process of recruitment: it takes between four and seven months from the time of initial contact until the worker arrives in Greece and can start work. Evidently, no business can plan efficiently for its human resource needs when there is such uncertainty regarding the timeframe for when the recruited staff will finally arrive.
On the other hand, it is equally taxing for interested foreign workers to have to wait for such long periods, especially when other countries, such as Cyprus, approve work permits within four to six weeks.
It is important to note that these workers – especially skilled ones — often have the option to seek opportunities in other countries, such as Hungary, Poland, Germany, Italy, Singapore, Japan, or the Gulf nations, the majority of which offer better compensation packages.
Another significant challenge is the evaluation process for workers. It is critical to ensure that the right employee is matched with the right position. One of the major concerns here is whether the worker is truly coming to Greece to work for the company that invites him or her, or if they see this as an opportunity to enter the European Union and then migrate illegally to another EU country.
Additionally, employers must be confident that the skills and qualifications claimed by the worker are genuine, to avoid unpleasant surprises once the worker has arrived in Greece.
A further challenge for Greek businesses is providing satisfactory conditions for workers upon their arrival, such as adequate room and board accommodations. In many cases, the benefits offered by Greek companies are significantly lower than those offered by competing countries..
A particularly crucial factor is the integration process for these workers, not only within the business environment but also in the local communities where they will reside. This is especially important considering that some workers arrive under long-term contracts, which can be extended for up to five years.
These challenges demonstrate that recruiting foreign workers requires a more holistic approach to maximize benefits and minimize risks. The key recommendations include:
- Digitalization of the Approval Procedures: The Greek state must prioritize the digitalization of approval processes. Although this has been announced, progress has been slow. Greek embassies need to expedite approvals and visa issuance, particularly since employers have already screened workers. Additionally, worker registration processes (e.g., with the tax and social security authorities) should be done online and completed once workers have obtained their visas and before they arrive in Greece. Currently, this process takes about a month following arrival, preventing workers from working legally throughout that time.
- Comprehensive Evaluation of Candidates: Employers should adopt a thorough evaluation process for candidates, ensuring the right person is matched to the right position. This could involve job demonstrations, aptitude tests, English language tests, and psychometric profiling. Platforms like WorkInGreece.io provide such tools to assist businesses in this process by utilizing AI.
- Pre-Arrival Training and Preparation: Overseas employees should be prepared and trained about living and working in Greece during the waiting period before their arrival. Since there is often a significant gap between selection and arrival, this time can be used productively for orientation and training.
- Training for Local Coworkers: It is equally important to prepare local staff for the arrival of new foreign workers, providing guidance on how to help them integrate into daily operations effectively.
- Competitive Salaries and Living Conditions: Employers should offer competitive salaries, as well as good working and living conditions that respect the cultural needs and habits of foreign workers. This ensures that overseas employees see Greece not just as a place to earn money, but as an environment that enhances their overall quality of life. This helps them develop a sense of loyalty both to their employer and the country.
While the recruitment of foreign workers is indeed a necessity for addressing the shortage of human resources in Greece, the challenges that it poses must be addressed comprehensively. If not handled properly, this potential solution could turn into a disadvantage, nullifying any anticipated benefit to the employer’s competitiveness.
Vangelis Kanellopoulos is CEO of , the largest online platform for the recruitment of foreign workers by Greek enterprises.
