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Employment: 'Your First EURES job'and latest data on job vacancies - frequently asked questions
Commission Européenne - MEMO/12/363 21/05/2012
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Brussels, 21 May 2012
Employment: 'Your First EURES job'and latest data on job vacancies - frequently asked questions
Why has the Commission launched 'Your first EURES job'?
The pilot project "Your first Eures job" will serve as a testing ground for transforming EURES - the network of Member States' employment services – into a pan-European employment service and so to contribute to creating a truly pan-European labour market where skills shortages in one Member State can matched withjobseekers with the relevant skills from other Member States. The objective, as announced in the April 2012 Employment Package (see IP/12/380), is to transform EURES, from a service to announce vacancies towards a demand-driven and result-oriented recruitment tool contributing to fulfil the employment objectives of Europe 2020 strategy.
In its proposal for the Programme for Social Change and Innovation (PSCI), the Commission has proposed for the period 2014-2020 targeted mobility schemes which follow a similar approach as that of Your First EURES Job. However before embarking on the new targeted mobility schemes the Commission will analyse in 2013 the results and implementation of the preparatory action YFEJ.
How will 'Your first EURES job' work in practice?
Young people aged 18-30 from any Member State that are looking for work in another Member State will be able to obtain information and help for their recruitment, as well as the possibility of financial support for their application or training. Small and medium businesses, i.e. companies with up to 250 employees, may apply for financial support to cover part of the cost of training newly-recruited workers and helping them settle in. The scheme is run by the government employment services of Germany, Spain, Denmark and Italy but is open to job-seekers from all Member States.
The objective is to provide young people with more job opportunities and to address imbalances and mismatches in EU labour markets. The employment services running the scheme will post information on job openings on their'Your first EURES Job'websites as well as information and contact details for interested employers and jobseekers' registration.
The scheme aims to test the effectiveness of a customised job placement service combined with financial support before being implemented on a wider scale.For the period of 2012-2013, it is planned to help 5000 young people find a job placement. The first implementation wave starting today expects to secure 2000 job placements for young Europeans.
What employment sectors and occupations will be concerned?
The scheme is open to all types of jobseekers qualifications or work experience as well as to all types of jobs. Traineeships and apprenticeships are excluded because there are other EU and national programmes covering these activities. The main goal is to facilitate the matching of young jobseekers and job changers with bottleneck vacancies across Europe, i.e. vacancies for which a supply market failure has been identified at domestic level.
The labour force needs vary from country to country. However, the selected employment services will give due attention to bottleneck employment areas such as engineering, ICT professions, health care, hotel and catering and construction sectors, sales professionals and electronic mechanics and fitters. The European Vacancy Monitor and the European Job Mobility Bulletin also provide guidance on variations on the EU labour market over the time, notably of the employment sectors and countries most in need of workforce.
Who will benefit from the scheme?
Young Europeans aged 18-30 with any qualification background as well as businesses legally established in any of the EU countries may participate in the scheme.
As with other mobility actions and programmes co-financed by the Commission e.g. Erasmus, Erasmus for Young Entrepreneurs, Youth in Action, etc., Your First EURES Job makes a acontribution (co-funding) to the actual costs borne by both the employer and the jobseeker involved in transnational recruitment.
What does the financialsupport consist of?
Young job applicants may be given financial support, i.e. a fixed amount for an interview trip and/or for moving abroad to take up a new job. SMEs(i.e. businesses with up to 250 employees) may also apply for financial support to cover part of the cost of training their newly-recruited workers and helping them settle in.The amounts vary in accordance with the country of destination and the type of activity involved:
In addition, once jobseekers have actually got a job from a foreign employer and for whom a training need has been identified, they can benefit from a short-duration and free of charge training before moving abroad. This training is usually about interpersonal skills (e.g. communication, presentation). The objective is to improve any specific personal competence required by the employer e.g. knowledge of the language of the country of destination and to enhance thus the young mobile workers' adaptability to the jobs.
A Your First EURES JobGuide is available that provides detailed information on the participation conditions and funding available.
What are the necessary contractual requirements?
Jobs must be located in a Member State other than the country of residence of the young jobseeker and have a minimum contractual duration of 6 months. They should also ensure a salary in accordance with national labour practices and law.
The employment services running the scheme are requiredto ensure the quality and legal standards of the job vacancies as well as the legality and fairness of the labour contract and salary proposed to any mobile jobseeker (fair mobility).
What is the added value of Your First EURES Job?
According to latest reports, there are many jobs in Europe which remain unfilled due to the lack of suitable workforce. Your first EURES job is thus a market driven scheme with a threefold objective: identify where the bottleneck vacancies and the required skills are, foster job matching and secure as many job placements as possible. The provision of tailor-made services (e.g. jobseekers' language training before departure abroad) and financial support to both young jobseekers and employers has the potential to enhance youth and business participation in the labour market.
The lessons learned with this scheme can then be applied to a more wide-ranging reform of the EURES pan-EU employment service.
What are the next steps?
The first wave of Your first EURES job activities have received a EU funding envelope of €4 million. The Commission expects to increase further the number of job placements in 2012-2013 with two additional implementation waves.
During that period, a 2nd wave of activities will be implemented as from the end of 2012 with a budget of €3.25 millionto support another 1,500 job placements and a 3rd wave in 2013 will support another 2,000 job placements (budget to be confirmed).
To run the scheme, the Commission will invite the participation of EU public, private or third sector employment services by means of open calls for proposals to be published on the Europa portal.
What is the European Vacancy Monitor?
The European vacancy Monitor provides a comprehensive overview of recent developments on the European job market and, as part of the European Commission's Employment Package and the planned Skills Panorama, it helps to address skills mismatches in the EU and enhance the anticipation of skills needs as well as matching of jobs and jobseekers across borders.With data on job vacancies and hiring it shows trends in occupational demand and skills requirements.
The data is drawn from a wide range of sources: public employment services, temporary work agencies, online services, the EU statistics office job vacancy statistics(Labour Force Survey), national statistical offices and other relevant research.
Given weakening labour demand, what are occupations with good job opportunities?
Higher skills remain important for employment opportunities, the latest European Vacancy Monitor shows. The number of job finders in the ‘professionals’ group continued to grow the most in the third quarter 2011 in comparison to the same quarter in 2010 (+16%) while the number of job seekers who found jobs as legislators, senior officials and managers has grown by 13%.
Which pattern of reaction does the labour market show in Denmark, known for its flexicurity model?
The trends in labour demand in Denmark reveal a specific pattern combining rapid reaction of the job market with a high share of permanent contracts. The overall decline in job vacancies strongly affected the notification of vacancies to public employment services (PES) compared to the average of 10 European PESs. Another sign of flexibility is the high job mobility with 10 employees per job finder compared to 15 in the 27 EU countries on average. However, in Denmark only 8,5 % of all employees have temporary contracts compared to 13,9 % in the 27 EU countries.
What is the impact of budget constraints and an unstable economic situation on the development of labour demand?
There are further signs of a weakening trend in labour demand since the second quarter 2011. According to Eurostat data an increasing number of countries experienced shrinking number of vacancies. The positive trend in the stock of job vacancies in 2010 for 21 European countries slowed down in the second quarter of 2011. .Even Germany and Austria - with unemployment rates among the lowest in Europe - showed a decline in the stock of job vacancies in the second and third quarter of 2011 while Portugal shows a more positive development, probably due to seasonal effects. A comparison of year-on-year figures for the second and third quarter of 2010 with those of 2011 indicates that this development cannot only be attributed to seasonal effects.
What are the implications for vacancies that public employment services can offer to unemployed?
Weakening labour demand in general has had an impact on the inflow of vacancies to public employment services in Europe. However, the picture is mixed: While in ten countries Public Employment Services mark a positive growth up to 116% in Estonia, 9 public employment services show a negative development down to -37 % in the Netherlands. Recent figures on job vacancies for temporary agency workers show a continued decline.
This quarterly bulletin analyses vacancies posted on the EURES jobs portal by national public employment services as well as the related database. Like the European Vacancy Monitor it is part of the European Commission's Employment Package being specifically targeted at people looking for work outside their home region/country, and at EURES advisers aiming to help them.
What are the most demanded jobs notified by Public Employment Services onto the EURES portal?
According to the Mayissue of the European Job Mobility Bulletin, based on the vacancies published on the EURES portal in April, the top jobs in demand were:
1) Shop salespersons and demonstrators
UK - 28,700 vacancies, Germany - 11,200 vacancies, Belgium -5,300 vacancies
2) Finance and sales associate professionals
UK - 27,000 vacancies, France – 4,000 vacancies, Italy - 3,200 vacancies
3) Housekeeping and restaurant services workers
Germany - 18,100 vacancies, Austria - 8,100 vacancies, France - 5,300 vacancies
4) Electrical and electronic equipment mechanics and fitters
Germany - 26,900vacancies, UK - 8,400 vacancies, Austria - 1,600 vacancies
5) Modern health associate professionals
UK - 19,000 vacancies, Germany - 11,700 vacancies, Belgium - 3,400 vacancies
Additionally, the bulletin shows there are good employment opportunities for:
Your First EURES Job:
Youth on the Move:
Youth Opportunities Initiative:
European Vacancy Monitor:
EU Employment and Social Situation Quarterly Review:
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