Complete Guide to Recruiting and Integrating Non-EU Drivers in Romania…

1. Complete Guide to Recruiting and Integrating Non-EU Drivers in Romania: The GlobalWorker Solution I. Market Analysis and Justification of Need: A Strategic Look at the Labor Shortage 1.1. The Labor Shortage in the Transport Sector The Romanian road transport market has been facing a major structural challenge for several years: an acute shortage of professional drivers. Official figures and specialized analyses, including those from the National Union of Road Hauliers in Romania (UNTRR), indicate a shortage of around 45,000 drivers nationwide. This crisis is not a temporary phenomenon, but the result of deep demographic and economic trends. The main cause is the continuous migration of Romanian drivers to Western Europe — to countries such as Germany, France, and Belgium. They are attracted by significantly higher salaries, with differences reaching 40–50%, as well as better working conditions and modernized fleets. In addition, young Romanians show a lack of interest in this profession, making it even harder to fill vacancies. This shortage is not a conjunctural issue but a long-term trend that has turned international recruitment from an emergency solution into a strategic necessity. Transport companies can no longer rely exclusively on domestic labor, whose talent pool is constantly shrinking. Hiring non-EU drivers has therefore become an essential strategic pillar to ensure operational continuity, fleet scalability, and competitiveness in the European market. 1.2. Why International Recruitment Is a Sustainable Solution Hiring drivers from outside the European Union has proven to be a viable and efficient solution. Non-EU employees demonstrate remarkable stability,

2. valuing the opportunity to work legally and develop professionally within the EU. This stability significantly reduces staff turnover — a major cost for transport companies constantly forced to recruit. The initial investment in recruitment and relocation proves extremely efficient in the medium and long term. Studies show that this investment is generally recouped within 3 to 6 months, thanks to employee stability and fleet efficiency. Moreover, through international partnerships, there is a large pool of qualified candidates available from countries such as Nepal, India, Sri Lanka, and the Philippines, many of whom hold licenses for categories C, CE, D, D+E and have experience in specialized transport such as refrigerated goods or hazardous materials (ADR). II. Recruitment and Selection Stage: The Foundation of a Successful Partnership 2.1. Essential Criteria for Candidate Selection Recruiting non-EU drivers requires a strategic and rigorous approach to ensure that future employees not only meet legal requirements but also match the company’s operational profile. Key criteria include: A valid driving license in the required categories (C, CE, etc.) Proven experience in the type of transport required by the employer Basic knowledge of Romanian or at least an international language, usually English, to ensure efficient communication with dispatchers and authorities 2.2. Rigorous Screening and Interview Process A specialized international recruitment agency implements a thorough selection process to evaluate each candidate. This includes video interviews, detailed verification of driving experience, employment history, and references. This pre-screening methodology is a fundamental strategy for mitigating long-term operational risks. Reports and field studies have highlighted challenges faced by foreign drivers arriving in Romania, such as difficulty adapting to the local driving style and lack of familiarity with traffic rules — which in some cases has led to increased road incidents. Therefore, a selection process that goes beyond simple document checks — including practical driving assessments and evaluation of preventive behavior — becomes essential. Such a rigorous approach transforms recruitment into a risk management tool, ensuring employers that drivers are not only legally qualified but also capable of integrating safely into Romanian traffic. ● ● ● III. Legal Framework and Bureaucratic Procedure: From Work Permit to Residence Permit 3.1. Obtaining the Employment Authorization (Work Permit) The first mandatory step in hiring a non-EU citizen in Romania is obtaining the

3. Employment Authorization (Work Permit), which the employer must request from the General Inspectorate for Immigration (IGI). One of the most important requirements is to prove that the vacant position has been advertised with the National Employment Agency (ANOFM) and that no Romanian or EEA citizen could fill it in the last 60 days. Recent legislative updates (2024) have increased scrutiny of the employer’s financial and operational credibility, turning the process into a genuine legality audit. Any inconsistency can result in rejection or cancellation of the authorization. 3.2. Applying for the Long-Stay Visa (D/AM) Once the authorization is obtained, the non-EU candidate must personally apply for the long-stay work visa (D/AM) at the Romanian Consulate in their country of origin or residence. The application must be submitted within 60 days of issuance of the authorization, otherwise it becomes invalid. Required documents include: authorization copy, proof of financial means, legalized criminal record, and valid health insurance. Processing time is usually up to 60 days, but for employment visas it is reduced to 20 days. 3.3. Issuance of the Residence Permit After entering Romania with the visa, the driver must apply for the Residence Permit, which confirms temporary legal stay for employment purposes. Required documents include passport, work authorization, employment contract, proof of accommodation, medical certificate, and payment of official fees (252 RON). IV. Driving License Conversion: A Critical but Complex Step 4.1. Legal Framework and Initial Checks A key, often misunderstood, aspect is the conversion of non-EU driving licenses. Romanian law stipulates that international licenses cannot be directly exchanged for Romanian ones. Expired non-EU licenses also cannot be converted. Instead, non-EU drivers must undergo the same training and testing process as Romanian drivers — including the theoretical test and practical road test at DRPCIV. This requirement transforms the process into a complex logistical effort, underscoring the need for a specialized partner. 4.2. Conversion Procedure and Documentation Applicants must submit a complete file to DRPCIV, including: the original license + legalized translation, passport, residence permit, medical certificate, criminal record, notarized declaration, and proof of tax payment (89 RON). 4.3. Criminal Record vs. Driving Record A key distinction: the Criminal Record (issued by Police) vs. the Driving Record (issued by Road Services). The Criminal Record is legally required for employment and residence ●

4.  ● permit applications. The Driving Record can be requested additionally by the agency to evaluate driving history and risk factors. ● V. Integration and Post-Arrival Support: Turning Paperwork into Productivity 5.1. Logistic Support on Arrival Support includes airport pickup, transport, and assistance in securing accommodation. Providing suitable housing is essential for the driver’s comfort and stability. 5.2. Administrative Integration Tasks include: obtaining the residence permit, opening a bank account, registering for social and health insurance, and acquiring professional certificates (CPC, CPI). 5.3. Professional and Cultural Integration Adaptation to Romanian driving norms is critical. Lack of familiarity may lead to accidents or fines. Specialized agencies provide introductory training, cultural orientation, and ongoing mediation — improving both safety and fleet performance. Full article in Romanian language here: https://globalworker.ro/pasi-recrutare- soferi-non-eu/ VI. Summary and Conclusions: Partnership for a Secure and Predictable Future 6.1. Timeline Overview The entire recruitment and integration process — from candidate selection to full integration — typically takes 6 to 9 months. Work Permit: 30–60 days Visa: 20–60 days Residence Permit: variable, fee 252 RON Driving License Conversion: variable, fee 89 RON 6.2. Benefits of Working with GlobalWorker Managing these complex steps is a significant bureaucratic burden for employers. A partnership with a specialized agency ensures: Full legal compliance (with updated 2024 regulations) Reduced risk of rejection Faster integration A stable, high-performing workforce Through rigorous selection, legal expertise, and complete post-arrival support, companies can secure continuity, maximize fleet efficiency, and gain long-term value. ● ● ● ● ● ● ● ● GlobalWorker Contact Details

5. Phone: +40 730 034 044 Website: www.globalworker.ro Email: office@globalworker.ro Address: Florimund Mercy Street no. 2, ap. 12, Timișoara, Romania ● ● ● ●