Some competitions for positions in the prosecution service drag on for months, while others fall through for lack of applicants. An analysis presented by the Legal Resources Centre from Moldova recommends reviewing selection procedures and identifying measures to attract more potential candidates, IPN reports.

The findings were presented at the launch of a report monitoring the work of the Superior Council of Prosecutors during the first nine months of the year. Carolina Bagrin, Programme Director at the Legal Resources Centre from Moldova (LRCM), noted that three consecutive recruitment competitions had been held in 2026 for inspector positions within the Prosecutors’ Inspectorate. One competition resulted in just one candidate being selected and appointed, while another failed due to a lack of applicants. The third competition was extended, and its outcome has yet to be announced.

Problems were also identified in the selection of civil society representatives to serve on the Disciplinary and Ethics Board. Two selection processes lasted 91 and 74 days, respectively. In the first, only one application was submitted. In the second, although Ruslan Berzoi was declared the successful candidate, he was not appointed to the position. The appointment process was delayed pending an external evaluation, which the candidate challenged.

The analysis also highlights transparency issues in prosecution service recruitment competitions for graduates of the National Institute of Justice. Interviews lasted an average of 5–7 minutes, and candidates were not asked a standard set of questions. Some were asked no questions at all, making it difficult to understand the scores awarded and compare the results.

The authors of the analysis recommend using a standard set of questions or practical scenarios for candidates applying for prosecutor positions, so that their performance, results, or scores can be compared. Another proposal calls for revising certain provisions of the Superior Council of Prosecutors’ (CSP) regulations concerning the validity period of the scores awarded. To attract greater interest in vacant positions, the Legal Resources Centre from Moldova (CRJM) recommends identifying the barriers that discourage candidates, including those related to working conditions and pay levels.