Transcript THE EURES WORLD Handbook for Line Managers Designed by 01. EURES: general information EURES (the European jobs network) was set up in 1993.

THE EURES WORLD
Handbook for Line Managers
Designed by
01.
EURES: general information
EURES (the European jobs network) was set up
in 1993. It is a cooperation network between
the European Commission and the Public
Employment Services (PES) of the EEA Member
States (the EU countries plus Norway, Iceland
and Liechtenstein) and other partner
organisations. Switzerland also takes part in
EURES cooperation.
01. EURES: general information
History and objectives
History and definition
Purpose and objectives
EURES (the European jobs network) set up in 1993, is a
cooperation network between the European
Commission and the Public Employment Services (PES)
of the EEA Member States (the EU countries plus
Norway, Iceland and Liechtenstein) and other partner
organisations. Switzerland also takes part in EURES
cooperation.
The purpose of EURES is to provide information,
advice and recruitment/placement (job-matching)
services for the benefit of workers and employers as
well as any citizens wishing to benefit from the
principle of the free movement of persons.
The cooperation network is designed to facilitate the
free movement of workers within the EEA
In addition to PES others partners in the network are
Trade Unions Employers' Organisations, Universities,
Chambers of Commerce, etc.
The joint resources of the EURES member and partner
organisations provide a solid basis for the EURES
network to offer high quality services for both workers
and employers.
The network is coordinated by the European
Commission.
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The main objectives of EURES are:
 to inform, guide and provide advice to potentially
mobile workers on job opportunities as well as
living and working conditions in the European
Economic Area;
 to assist employers wishing to recruit workers from
other countries;
 to provide advice and guidance to workers and
employers in cross-border regions.
01. EURES: general information
Structure and functioning
EURES Network
EURES offers a network of Advisers who provide information and support to jobseekers and employers through
personal contacts.
EURES Advisers are trained specialists who provide the three basic EURES services (information, guidance and
placement) to both jobseekers and employers interested in the European job market.
They work within the Public Employment Service of each member country or within other partner organisations in
the EURES network.
There are more than 850 EURES Advisers across Europe and the number is still growing.
EURES Advisers have developed specialised expertise in the practical, legal and administrative matters relating to
job mobility at European and cross-border levels.
EURES has a role to play in cross-border regions, areas in which there are significant levels of cross-border
commuting. More than 600 000 people who live in one EU country and work in another have to cope with
different national practices and legal systems. They may come across administrative, legal or fiscal obstacles to
mobility on a daily basis. EURES advisers in these areas provide specific advice and guidance on the rights and
obligations of workers living in one country and working in another.
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01. EURES: general information
EURES at cross border level
There are currently 20 EURES cross-border partnerships, set up by member countries, spread geographically
throughout Europe and involving more than 13 countries.
Aiming to meet the need for information and coordination connected with labour mobility in the border regions,
these partnerships bring together public employment and vocational training services, employers and trades
union organisations, local authorities and other institutions dealing with employment and vocational training.
EURES cross-border partnerships serve as points of contact among employment administrations, both regional
and national, and the social partners.
They also monitor the situation in these cross-border employment areas.
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02.
EURES 2020
The original purpose of EURES when set up in
1993 was to give actual access to the freedom of
movement of workers by making European
labour markets open and accessible to all.
02. EURES 2020
EURES Reform
Objectives
Why the reform is needed
So far the objectives have focused on information and
virtual transparency of labour markets through the
"clearance of vacancies and application for
employment" as stipulated in Chapter II of Regulation
(EU) 492/2011 (recent codification of Council
Regulation 1612/68).
Limited geographic mobility has been identified in the
2012 Annual Growth Survey as one of the reasons for
the structural mismatch between the supply and
demand for labour, hence hindering recovery and
long-term growth.
The Commission decision (2003/8/EC) Art. 2 set the
following objectives:
 the development of European labour markets
open and accessible for all;
 the transnational, interregional and cross-border
exchange of vacancies and job applications;
 transparency and information exchange on the
European labour markets, including
living
conditions and the opportunities for acquisition of
skills;
 the development of methodologies and indicators
for this purpose.
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Significant numbers of unfilled vacancies in high
growth areas coexist with high unemployment in
other parts of Europe and unacceptable levels of
unemployment among young people, the very people
who have a high propensity for circular mobility.
Labour mobility and in particular geographical intra-EU
labour mobility can be a powerful and relatively cheap
adjustment mechanism to address these imbalances.
Against this background, EURES will be transformed
into a demand-driven and result oriented
placement/recruitment tool in order to contribute
more effectively to the 75% employment target of the
Europe 2020 strategy.
It should lead to more intra-EU mobility and a better
matching between the supply and demand of labour,
thus contributing to employment recovery and longterm growth.
02. EURES 2020
EURES Reform: legal framework
Legal basis
New legal set-up
The legal basis of EURES is based on the fundamental
right for freedom of movement of workers:
Under the next multi financial framework (20142020) the Commission proposes to enhance the
delivery of EURES by:
 Article 46 TFEU (free movement) by ensuring close
cooperation between national employment
services .
 Council Regulation (EEC) 1612/68 on freedom of
movement of workers within the Community, now
codified regulation 492/2011 of 5 April 2011
(qualified majority and co-decision) - part II
mechanisms for vacancies clearance and exchange
of applications which already underwent a major
reform in 1992. It lays down the obligation for the
Member States to exchange vacancies and
applications for employment which have not been
satisfied at national level.
 Commission Decision 2003/8/EC of 22 December
2002 which implements Council Regulation
1612/68 as regards the clearance of vacancies and
applications for employment, thus defining the
EURES network, objectives, composition and
governance
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a)
introducing the option for funding of national
and cross border activities of EURES in the new
European Social Fund,
b)
supporting the EURES EU level and horizontal
activities, such as training and the portal under
the new Programme for Social Change and
Innovation (PSCI),
c)
improving its governance and mechanisms for
matching between jobseekers and jobs across
borders through a revision of the Commission
Decision 2003/8/EC, implementing Regulation
492/2011.
In April 2012 the Commission published a staff
working document entitled "Reforming EURES to
meet the goals of Europe 2020" as part of the
Employment Package "Towards a Job-Rich recovery".
New rules apply as of 1.1.2014
02. EURES 2020
EURES Reform pillars
The new pillars
The revision of the Commission Decision 2003/8/EC, implementing Regulation 492/2011 will set new operational
objectives focusing on :

employment results (matching, placement and recruitment),

a better performing network,

update of EURES service catalogue.
By achieving these operational objectives EURES will be transformed into an effective and efficient employment
instrument using the full potential of Regulation 492/2011.
To the benefit of a better functioning European labour market and in conjunction with the other legislative
initiatives to remove outstanding legal, tax and practical obstacles to the free movement of workers, reformed
EURES will create added value for jobseekers, job changers and employers.
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02. EURES 2020
EURES Reform pillars
Focusing on employment results (matching, placement and recruitment)
EURES should cover all phases of placement, from active preparation to post-placement assistance.
EURES should provide real time labour market information and the ability to quickly identify emerging skills demand,
profiling and skills assessment, career guidance, electronic matching tools such as Match and Map, comprehensive
mobility packages, SMS service to notify job seekers and job changers of relevant vacancies (revamped Job Mobility
Portal).
Moreover the scope of EURES will be expended to support targeted mobility schemes at EU level.
In this respect the new focus of EURES will be to:
 fill bottleneck and niches vacancies (vacancies for which recruitment difficulties or market failure have been
identified);
 help specific groups of workers (such as young people) and countries which are or will become recipients of mobile
workers.
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02. EURES 2020
EURES Reform pillars
A better performing network.
Under the new Decision, the EURES network will be re-established on the basis of an accreditation system at
national level which would inter alia regulate better the role of Private Employment Services.
By involving private employment services in delivery of EURES services, the Commission complies with the ECJ
ruling Case C-55/96 (par.21), according to which placements are considered as an economic activity.
Furthermore, the Court indicated that when "the placement activities in question could extend to the nationals
or the territory of other Member States" (Case C-55/96, last sentence of the conclusions), they cannot be done
exclusively by the public service.
However the opening up of EURES to private sector should not be perceived as mere legal obligation.
Systematic cooperation between public employment services and private employment services will provide
EURES with a far bigger outreach capacity by setting up a real European job vacancy platform to better cover the
vacancy markets for services.
In addition it will create an incentive to increase both the efficiency and effectiveness of EURES services.
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02. EURES 2020
EURES Reform pillars
Update of the EURES service catalogue
Services
Target groups
A new catalogue of services aims to ensure:
 Job seekers: looking for employment, whether
currently employed i.e. job changers or
unemployed, and who are considering moving
abroad to improve their job prospects: Job
changers, Cross-border workers, Students / Youth,
Unemployed with benefits, Seasonal workers,
Returning migrants.
 minimum one-to-one universal services for all:
information to job seekers, job changers and
companies by all employment services .
 innovation of the line services for all (self service
tools): unique entry point for intra EU job mobility
with matching functionalities.
 focusing on individual services according to needs
for support job search assistance and active
matching, placement and recruitment; new
services according to post crisis dynamics of labour
markets.
 specific targeted initiatives for specific groups of
the work force.
 attracting demand: more and better acquisition of
vacancies.
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 Employers: those looking to recruit, who may or
may not have considered recruiting from abroad as
the solution to their recruitment problems,
including: SME’s, International companies,
Recruitment agencies /headhunters.
 Learning partners: the institutions, organisations
and initiatives that work with learners to
develop/upgrade skills: Universities, Training and
education institutions, Erasmus, Leonardo.
 Internal/other
partners
and
stakeholders:
institutions and organisations with an interest in
the work of EURES: PES staff, Other European
Networks, Employer organisations, Press/media.
03.
Tools supporting EURES
More and better tools to support EURES will be
developed.
03. Tools supporting EURES
A revamped EURES portal
Main new features
The EURES Web Portal has a central role to play in
realising the EURES 2020 objectives.
Some of the main features that will be gradually put in
place in the coming years are:
It will serve as the European platform for exchange of
job vacancies and CVs according to new and improved
common standards and using semantic and other
state of the art technologies that will allow best
possible matching between jobs and jobseekers at the
level of skills and competences.
•
Standard formats for vacancies and CVs to allow
Europe-wide interoperability and improved
information exchange
•
Match & Map. An advanced system, using ESCO
and other classifications and standards, to make
good matches between jobs and jobseekers as well
as indicating available training opportunities to
acquire new skills. The result can be displayed in
many different ways, such as geographically on a
map or as individual training plans etc.
•
Profiling to provide users information and
suggestions tailored to their individual profiles and
interest.
•
Event management platform to organise and
promote Job Days and other recruitment events
both as traditional onsite events and as online Job
days, including tools for online job interviews,
video streaming of presentations etc.
•
New and improved Extranet, allowing sharing of
information and collaboration through forums,
blogs, document repositories, eLearning etc.
•
Data Warehouse to produce relevant statistics and
information on trends on the European labour
market
The EURES Portal, already today receiving several
millions of visitors every month will also serve as one
of the main communication channels both externally
to employers and jobseekers and internally within the
EURES network.
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03. Tools supporting EURES
ESCO – European Skills/Competences,
Qualifications and Occupations
Added value
The objective of ESCO is to develop a multilingual,
structured,
easy-to-use
terminology
of
skills/competences, qualifications and occupations.
ESCO is not a tool directly performing job matching,
identifying skill shortages, recognising qualifications,
providing career guidance, etc. It will facilitate the
development and implementation of instruments
responding to these needs. Thus, most of these
specific needs will be covered by applications using
ESCO, rather than ESCO itself. The following examples
of practical applications illustrate the added value of
ESCO:
Today, more than ever, skills matter. The crisis has
speeded up the pace of change in our economies and
societies. Employers are increasingly concerned with
what workers know, understand and are able to do in
practice, rather than focussing on formal
qualifications.
Public and private employment services respond to
this trend by gradually changing from an occupationfocused to a skills and competence-oriented approach.
At the same time, education and training systems are
moving away from input approaches towards
describing qualifications with the knowledge, skills and
competences they lead to.
By providing a tool for identifying, sorting, connecting
and applying relevant terms, ESCO will facilitate the
dialogue between the labour market and the
education/training sector. This dialogue is of major
practical
importance
since
occupations,
skills/competences and qualifications are constantly
evolving.
To fulfil this task it is envisaged to structure ESCO on
the basis of three pillars:
•
occupations;
•
skills/competences;
•
qualifications.
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•
Online job portals could use ESCO for CVs and job
vacancies. Jobseekers would thus describe their
skill set using the same terminology as the job
vacancies. This would enable job matching on skills
level.
•
Learners could use ESCO to build personal skill
profiles and to record their learning outcomes in
applications.
•
Education and training institutions could use ESCO
to improve planning and curriculum development.
ESCO will allow them to react quicker on emerging
skill needs.
•
At European level, ESCO will provide for a closer
matching of jobseekers to jobs through the EURES
Job Mobility Portal – as well as facilitate the
development of a European Skills Passport.
03. Tools supporting EURES
What are promising occupations with growing demand in Europe, what are vacancies more difficult to be filled by
employers, the so called "bottlenecks" which offer even more opportunities for jobseekers?
Two quarterly bulletins provide clear picture of the development of labour demands giving up-to-date
information on job vacancies and hiring patterns. Besides its contribution to matching jobs and jobseekers across
borders , they can also serve as an early-warning tool for bottlenecks and mismatches on the labour market.
European Vacancy Monitor
European Job Mobility Bulletin
gives a comprehensive overview of recent
developments on the European job market. Data
on job vacancies and hiring shed light on trends in
occupational demand and skills requirements.
analyses the vacancies posted on the EURES jobs
portal (and its database) by national public
employment services.
The data is drawn from a wide range of sources:
public employment services, temporary work
agencies, online services, the EU statistics office
(labour force survey, job vacancy statistics),
national statistical offices and other relevant
research.
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This bulletin is specifically targeted at people
looking for work outside their home
region/country, and at EURES advisers aiming to
help them.
03. Tools supporting EURES
WEESP - Web-tool for Evaluated Employment Services Practices
Composed of monitored, evaluated and tested employment services measures, tools, practices and services (i.e. on
what works and does not work), WEESP represents a unique learning tool.
The ultimate aim of WEESP is to strengthen capacity, efficiency and quality of service delivery by public and private
employment services as well as similar services delivered by third sector organisations and others. Improved
functioning of employment services will benefit citizens in search for work, contribute to the employment target as
laid down in the Europe 2020 strategy and relieve public households.
WEESP takes the form of an on-line repository with simple and intuitive search functions.
WEESP will help to
•
enhance policy design on basis of scientifically sound evidence
•
address the policy implementation gap
•
assess government's return on labour market investment
•
make Employment Services more efficient
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03. Tools supporting EURES
European Job Mobility Laboratory
The European Job Mobility Laboratory is an expert network of labour market academics and
practitioners which provides the European Commission with the capacity for researching, testing and
validating policy initiatives and actions.
It helps raise awareness of mobility issues and promote debate through a series of thematic workshops
and national level seminars organised in cooperation with labour market actors and institutions in the
different EU Member States.
It seeks to gather evidence on practices that enable secure and positive transitions in the labour
market, so that these can serve as inspiration for policy designers and implementers.
Results of research and testing are made publicly available. In previous years the following documents
and reports were made available at the website of the European Job Mobility Laboratory
(http://www.mobilitypartnership.eu):
•
Mobility in Europe 2011
•
2011 Small-scale study on PES business models
•
2011 Small-scale study on Partnerships among employment services
•
2011 Small-scale study on Senior workers
•
2010 Small-scale study Making transitions pay
•
2010 Small-scale study on Inclusion
•
2010 Small-scale study on Long-term unemployment
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03. Tools supporting EURES
Your first EURES Job
What's now and what's next?
To complement EURES in tackling the critical levels of
youth unemployment across the EU, the Commission
initiated in 2011 the preparatory action Your first
EURES Job. This is a customised job mobility scheme to
help young people find a job in another Member State
(EU-27).
The Your first EURES job activities were launched in
May 2012. Four employment services were selected
and granted through the 2011 calls for proposals. In
order to expand the network of Your first EURES job
service providers, a second call was published in mid2012 and a third and final call will be published in
2013. This will be open not only to job placements but
also to traineeships and apprenticeships.
As with other mobility actions and programmes cofinanced by the Commission e.g. Erasmus, Erasmus for
Young Entrepreneurs, Youth in Action, etc., Your first
EURES job can provide funding support to the target
groups. It is a contribution to the actual costs borne by
both the employer and the jobseeker involved in
transnational recruitment.
Your first EURES job is one of the flagship actions
spelled out in the Youth Opportunities Initiative
published by the Commission in December 2011. The
objective is to ensure 5,000 work placements across
Europe by 2014.
Young EU nationals aged 18-30 can be provided with
information and help for their recruitment, as well as
the possibility of financial support for their application
or training.
In this period the aim is to test the effectiveness of a
customized job placement service combined with
financial support before being implemented on a
wider scale.
Small and medium businesses, i.e. companies with up
to 250 employees, may apply for financial support to
cover part of the costs of training newly-recruited
workers and helping them settle in.
As from 2014, it is foreseen that Your first EURES job
will be implemented as one of the "targeted mobility
schemes" under the future EU programme for Social
Change and Innovation. Those schemes can support
particular target groups, occupations, economic
sectors or Member States with tailor-made
recruitment campaigns.
Further information on Your first EURES job at:
http://ec.europa.eu/social/yourfirsteuresjob
.
.
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04.
EURES Adviser and his/her role
EURES Advisers are the main actors in the EURES
Network. They hold a key role by providing
information, advice and assistance to jobseekers
and by acquiring vacancies and recruiting
human resources for employers
04. EURES Adviser role
Charter definition and role
EURES charter definition
EURES Adviser’ role
A variety of tasks is expected from EURES advisers,
some of which may require a degree of specialisation:
There are different types of EURES advisers. They may
be experts on mobility issues at national or crossborder level (involving EURES advisers from trade
unions and employers‘ organisations as well as from
the PES), "agents for integration" within their own
organisation, and contributors to the functioning of
the European network of EURES advisers.
 provide or coordinate the provision of information,
career guidance and assistance on placement to
employers and job-seekers as experts on mobility
issues;
 contribute to the integration of EURES services
within their organisation and provide training and
support for other staff;
 contribute to cooperation within the framework of
the EURES network.
The EURES Charter mentions that “EURES managers
and EURES partners employing EURES advisers shall
establish their specific function and time allocation to
EURES activities”.
Besides the obligation that minimum 50 % of the
working time should be dedicated to EURES, an
individual job description should also be discussed
between the EURES manager, the EURES Adviser and
the Line manager).
The EURES advisers' role towards the public:
 Follow up of the job vacancies
 Promote EURES to employers, job seekers and
other target groups
 Provide information on skill surpluses and
shortages
 Provide information on living and working
conditions and on obstacles to mobility and
suggest appropriate solutions to such obstacles
 Act as a gateway and resource person to other
EU/EEA colleagues in the network
The EURES advisers' role inside the PES:
 Promote EURES to other staff within the PES
 Provide assistance to colleagues through
information/training activities
 Disseminate information on good practice and
promote an openness to advising both outgoing
and incoming jobseekers
 Act as the main information source on EURES
questions for his/her line manager
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 Facilitate links between the EURES manager and
the local hierarchy
04. EURES Adviser role
Skills and tasks of an EURES Adviser
Main skills
Main tasks
 Knowledge of European job mobility issues and
related topics (social security and taxation,
European labour markets’ trends, living and
working conditions in 27 EU countries).
 Providing “in depth” information (social security,
taxation, living and working condition in EU hosting
countries etc.) to job seekers and employers.
 Ability to communicate effectively with jobseekers, employers and other stakeholders in
order to match supply and demand in a
geographical job mobility context.
 Matching/ Recruitment Assistance to job seekers
and employers for enhancing geographical job
mobility.
 Awareness on multicultural issues and how can
those affect living and working conditions of
jobseekers.
 Project management skills: ability to organise
events at national and international levels, etc.
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 Guidance and placement to job seekers.
 Collaborating with Employers’ organisations,
Universities, Vocational training centres, Trade
Unions, Chambers of commerce, Local authorities
for promoting geographical job mobility and
increasing the employment rate.
04. EURES Adviser role
Being an EURES Adviser
Being an EURES Advisers is…
“…. Very interesting. It demands deliberate person,
finding inventive solutions in solving problems, openminded and prepared to look for many different
information through internet and other available
literature. It can be stressful, when you face with
completely new situation. You should know many
different areas of European labour market and know
where to search for the right, competent
information…”
“… ... interesting. I feel that people need me and my
help. I'm a psychologist. I have patience with my
clients and this is very helpful. They look for different
information: about website EURES, how to search a
job with EURES, about living and working in another
European country (wages, taxes, self-employment)…”
“… More than half of the clients are looking a job. The
only problem is that the offers are don't addressed to
them. Most of the offers is for professionals (doctors,
nurses, careers, for pharmacist). When people come
to my office I have to say only, that now we don't have
offers without knowledge foreign language. It is
frustrating thing that things will be better when I
become an EURES Adviser. EURES Adviser have
contact with EURES Advisers from another
countries…”
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“... Very diversified, thrilling, very tiring but never
boring! Each day seems so different. My job is a mix of
human challenges and technical challenges that I face
every day. So I’m aware of all these tools, skills,
strategies I’ve to learn, improve, share, verify...”
“... Varied and useful. Sometimes a bit too much
varied. My contact with the EURES assistants is on a
monthly base or more if required. And of course a lot
by e-mail and telephone…”
05.
EURES Training
“… The success of EURES depends both on an
efficient technical network and a qualified staff,
willing to cooperate across borders …. “
(EURES Charter 2010)
05. EURES Training
Qualified staff – key for the success of EURES
The success of EURES depends both on an efficient technical network and a qualified staff, willing to cooperate
across borders.
In this respect each EURES member must ensure that all relevant personnel coming under its responsibility (EURES
Managers, EURES Advisers, their Line Managers, other PES staff ) are prepared and trained to achieve the
operational objectives and fulfil the standards and obligations set by/for EURES.
Training events do not represent only an opportunity for acquiring new knowledge and skills but also for
networking with colleagues from other European countries, sharing best practice, discussing strategies for a jointapproach in recruitment activities, etc.
Besides training sessions ensured by EURES Members at local, regional or national level, various training at
European level is organised by EURES coordination office (EURESco).
It underlines and encourages cooperation in multicultural environment and therefore it is essential for
development of skills of EURES Advisers as experts on international job mobility.
It both tests and certifies ability of employment counselors to deal with job mobility issues in foreign language
and to develop common projects with colleagues from other member states. It is in fact the major building block
of network which is functioning on the basis of qualified personnel with commonly shared experience.
The role of EURESco as the provider of horizontal support in terms of training of EURES staff and facilitation of
networking, mutual learning and exchange of good practice, will be stressed even more within the next
Multiannual framework (2014-2020).
Hand in hand with increasing need of high quality personalised service covering matching, placement and
recruitment, job descriptions and profiles for EURES advisers will be updated. Consequently new training activities
to build a common service culture will be enhanced.
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05. EURES Training
Current structure of EURES training and Initial
Training
An overview
EURES Initial Training
The EURES training is managed by a Training provider
contracted by EURESco who coordinates and delivers
all the activities foreseen for a period of maximum
four years.
EURES Initial Training is addressed to new EURES
Advisers who start working within EURES network.
For the period 2008-2012 the EURES training provider
is Ernst & Young Business School (EYBS).
Since 2008 three main types of training are carried
out:

Initial Training

Advanced Training

Virtual Training
Other training activities can be programmed to
respond to actual need of the EURES Network.
EURES Initial Training is delivered mainly in English,
but editions in German and/or French are also
programmed (depending on the number of
participants).
The structure of 2012 EURES Initial Training includes:
 5 sessions (plus one Final Conference) addressed
to EURES Advisers who will work at transnational
level;
 2 sessions (plus one Final Conference) addressed
to EURES Advisers who will work at cross border
level
The main content of the EURES Initial Training covers:
 The role of the EURES Adviser and the
management of the cultural diversities
 EU Labour Market
 EU Social Security, Taxation and Law
 Providing information and Promoting EURES
 Improving quality of EURES Services
 Teamwork to gain concrete outcomes
At the end of the training each participant receives a
Certificate of Attendance with a Supplement
(according to EUROPASS) with the formal description
of knowledge and skills acquires during the training.
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05. EURES Training
EURES Advanced Training
Training offer, activities and contents
EURES Advanced Training is addressed to experienced EURES Advisers .
Great majority of training sessions is delivered in English but limited editions in German and/or French are
programmed every year (depending on the number of participants).
For example 2012 EURES Advanced Training offer includes the following courses:

Multicultural issues (2 sessions): participants will learn techniques and tools which will enhance and make
more effective their communication and interaction skills when working with job-seekers, colleagues,
employers and stakeholders from other European Countries.

Project management (2 sessions): participants will acquire skills of project management that can use in
their daily work, that will help them to improve effectiveness and efficiency of your daily activities.
Participants will, also, learn a more systematic approach in planning and organising events (job fairs,
recruitment on behalf of Employers and in dealing with stakeholders).

European resources for job mobility (2 sessions):participants will enhance synergies and co-operation within
the EURES’ network and between EURES and other European resources for job mobility.

Social security and taxation (2 sessions): this training will provide a frame of reference in social security
and taxation at national and European level, in order to deliver a qualified service to jobseekers and
employers on these topics.

Geographical and job mobility in Europe (2 sessions): participants will improve their knowledge of the
dynamics and reasons behind geographical and job mobility across Europe.

Key skills for dealing with EURES stakeholders (2 sessions): participants will acquire information, tools and
knowledge about the activation, implementation and management of relationships with EURES
stakeholders in order to enhance and improve the efficiency and effectiveness of EURES services
Current training catalogue will be updated to reflect new and extended catalogue of EURES services and
therefore new skills expected from the EURES Advisers.
27 | Line Managers Training Package 2012
05. EURES Training
Virtual training and other training activities
EURES Virtual Training
Other Training activities
EURES Virtual Training is addressed not only to
experienced EURES Advisers but also to other actors
involved in delivery of EURES services (EURES
Assistants, Line Managers and others).
Specific courses help the EURES network to meet its
unexpected or occasional training needs; both at
European and national level.
The virtual training is offered in three languages:
English, French and German and delivered via elearning platform owned by EURESco.
Technical requirements to attend the virtual training
are really basic, so as all concerned target groups can
follow the e-learning from their office.
The topics of EURES Virtual Training sessions include:
 European resources for job mobility virtual course
 Geographical and job mobility in Europe virtual
course
 Multicultural issues virtual course
 Social Security Schemes and Taxation Issues in the
EU virtual course
 Practical tools for EURES advisers (how to fill in the
monthly report, how to use job mobility bulletin,
European vacancy monitor etc.) virtual course
This offer can be updated and extended reflecting the
actual needs of the EURES network.
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In most cases, workshops for a specific audience
(Training Coordinators, Line Managers, EURES
Managers etc.) are delivered.
New target audiences to whom specific workshops
will be destined in future will be most likely
representatives/employees
of
Chambers
of
Commerce, Universities, Private Employment
Services and other partners concerned by EURES
services.
06.
EURES and PES
“… EURES activities shall be an integral part of
the service offer of the EURES members,
accessible at any of their local offices …. “
(EURES Charter 2010)
06. EURES and PES
Integration of EURES into the PES
Services provided by EURES into the
PES
Integration of EURES into the PES
EURES services are delivered by advisers and
assistants located strategically in local or regional PES
offices and this work is complemented by a range of
self-service tools (including the European Job Mobility
Portal). In addition, there are 20 cross-border
partnerships which operate in border regions with
high levels of cross-border commuting. These
partnerships bring together the PES, trade unions,
employers and other local organisations and provide
specific advice on the rights and obligations of those
who live in one country but work in another.
EURES plays an important role into the PES:
Internally, EURES provides PES with several services
such as:
 Information and training on mobility issues,
information and advice on legal aspects of job
mobility
 Support and advice for setting up job fairs and
events
 EURES staff are represented on the PES
management board;
 EURES is evident in PES policy planning;
 EURES contributes to the achievement of PES
objectives;
 proportion of work dedicated to EURES clearly
agreed with employers;
 awareness of EURES among PES (frontline) staff or
advisors.
A Recent evaluation concludes that EURES contributes
to the achievement of PES objectives and there were
no reports of issues regarding the allocation of staff
time to EURES.
However, activity to raise awareness and increase links
between EURES and regular other PES services was
reported as being still underway in many countries.
 Provide appropriate contacts in other countries
 European labour market information
30 | Line Managers Training Package 2012
For more information: ECORYS, PES performance
measurement systems and geographical labour mobility,
Final Report, May 2012
06. EURES and PES
Common strategy for EURES and PES
Mainstreaming of EURES in PES
Promotion of international mobility
The mainstreaming of EURES in PES is an ongoing
process, which PES traditionally deal with in different
ways.
The report “PES and EU2020: making the employment
guidelines work” adopted by Heads of PES in
Budapest, Hungary on 23-24 June 2011, states:
•
In many cases, more EURES advisers have been
appointed and the amount of working time the
latter can devote to EURES issues has been
increased.
“…Only a few PES consider promoting geographical
mobility as a priority area for action in relation to the
Guidelines. This is particularly the case in countries
with beginning labour shortages.
•
Other PES have given priority to the training of line
managers and regular PES staff on EURES issues
with a view to enabling all PES staff to provide
basic information on EURES to clients.
•
Some PES have given increased importance to
EURES by moving the EURES advisers from the
central level of the organisation to regional or local
employment offices, thereby giving the EURES
adviser a more front-office role.
PES see strengthening EURES services for employers as
a priority action, whilst those with a surplus of labour
force refer to the role of EURES in facilitating free
movement of labour and as a means of combating
unemployment.
•
Finally, several PES have chosen to create a
structure of international employment offices,
purely devoted to international mobility issues.
31 | Line Managers Training Package 2012
Strengthening cross-sectoral cooperation (e.g. with
Euroguidance), is also mentioned as priority for further
action… “
06. EURES and PES
Tools and instruments for enhancing
integration
Quality Audit Plan
The main functionality of the EURES Job Mobility Portal is the job vacancy web service that delivers around 1 400 000
vacancies gathered from the databases of the Public Employment Services (PES).
To ensure the effective coordination and consistency of this system, a Quality Audit Plan is ongoing.
The job search on the EURES portal works by sending requests in real time to the national PES databases. Almost all
national PES databases are built to serve the needs of the respective national labour market within the specific IT
environment at the PES. The EURES portal therefore has to communicate with all these different systems that need to
convert their answers to the format that is used on the portal.
The Quality Audit Plan introduced in 2012. The goal is to agree on standard specifications for transferring vacancies to
the EURES portal and to introduce quality control procedures on the interoperability between the European and
national databases. This is a high priority project. Its target is to implement changes by the end of 2012. These
improvements will prepare the system for the important changes needed to realise the vision for a revamped EURES
portal in the context of EURES 2020.
Partnerships Among Employment Services Report
The Partnerships Among Employment Services Report by the European Job Mobility Laboratory , published in September
2011, offers employment professionals insights into the rapidly developing field of Public Employment Service (PES)
partnerships. With the European Commission now placing increasing emphasis on the necessity for PES to cooperate –
especially in order to meet the Europe 2020 target of 75 % employment of 20 – 64 year olds by 2020 – the themes dealt
with in this report will be of great interest to EURES Advisers and other employment professionals.
In order to provide comprehensive and valuable answers to these underlying questions, the report is divided into three
main sections. The first deals with policy context and provides an accessible overview of the historical background to PES
partnerships. The second section then moves onto identifying and analysing the types of partnerships that exist across
PES in different Member States. The third section presents case studies on some Member States.
Real-life instances as well as the solid analyses of both the historical background and of the relative success of selected
decisions taken in the PES field, make this report a valuable reference point for those interested in expanding their
knowledge in this area or in learning from shared experiences.
32 | Line Managers Training Package 2012
06. EURES and PES
One best practice: Germany
Strategic approach
Go.for.Europe
One state in Germany assists trainees in finding work
placements in another European country as part of a
move to Europeanise vocational training. And what is
more, they have enlisted the help of EURES.
The project works closely with EURES and values this
cooperation. “For instance, I had a question from a
painter who wanted to know about apprenticeships in
Portugal so I called a EURES Adviser to find out,”
explains Franziska Panter, one of five project
managers for Go.for.europe.
Go.for.europe, is supported by the Ministry of
Economic Affairs in Baden-Württemberg with funds
from the European Social Fund. Go.for.europe brings
together three organisations in the region including:
the umbrella organisation of the chambers of
commerce and industry, the confederation of the
metal producing and electrical industries and the
umbrella organisation for handicrafts in BadenWürttemberg*.
Which apprenticeship?
“There are three ways in which we can offer
apprenticeships in Baden-Württemberg,” explains
Franziska. “It can either be through Leonardo, as part
of a ‘pool project’ or as part of a company-specific
programme.”
The Leonardo da Vinci programme funds projects in
vocational education and training, however, if the
trainee is looking for something specific, they can
apply for funding via a ‘pool project’ linked to a
national agency. There is no age limit but there are
some basic criteria. For example, applicants for a work
placement must be at least 16 years old. They must be
in the “dual apprenticeship system”, which means
they have a contract with a company and are studying
at the same time. Since July 2011, Go.for.europe is
also accepting requests from students from other
countries in Europe who want to find a work
placement in the Baden-Württemberg region.
Advantages of a work placement abroad
33 | Line Managers Training Package 2012
“Go.for.europe can give the participants so much,”
enthuses Franziska. “It’s a win-win situation for
trainees and for companies. Trainees in particular can
develop their
06. EURES and PES
One best practice: Cross border Partnership
Northern Ireland - Ireland
Strategic approach
Whilst freedom of movement is undoubtedly one of
Europe’s biggest success stories, cross-border mobility
brings particular administrative demands, not least in
the case of jobseekers and employers.
The EURES Cross Border Partnership Ireland –
Northern Ireland has recently launched a free service
to address one of these challenges.
The National Academic Recognition
Information Centre
The National Academic Recognition Information
Centre database was launched recently in Northern
Ireland and is available to jobseekers in all Public
Employment Service (PES) offices in Ireland and
Northern Ireland. The “Qualifications Comparison
Service” is a free, web-based database that gives
individuals from outside Northern Ireland the
opportunity to have their qualifications compared
rapidly and easily against the UK equivalent. The
service mirrors the Qualifications Recognition
database already available in the Republic of Ireland.
Joe Lavery, Partnership Coordinator at the EURES
Cross Border Partnership Ireland – Northern Ireland, is
clear about how important the service is for migrant
workers, emphasising the fact that it is not just crossborder or EU-wide jobseekers who can benefit from
the free tool. “Prospective employers can also be
assured in advance that the individual they are taking
on is competent and well-qualified and therefore right
for the job”.
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Jobseekers and employers on both sides of the border
and throughout Europe can go into any PES office and
request assistance in having their qualifications
compared to those in the UK. A EURES Adviser or a
PES staff member will access the database and, in
most cases, be able to quickly and simply clarify the
level of qualification”. Available in Job Centres and
Benefits Offices across Northern Ireland, the
Qualifications Comparison Service can also be
accessed at the EURES office in Belfast.
06. EURES and PES
One best practice: Sweden
Strategic approach
Subsidies travel costs to interviews
abroad
For many years already the Public Employment Service
(PES) in Sweden has offered financial support for
jobseekers to attend interviews in different parts of
the country. Since February 2011 they have expanded
the scheme to include interviews in other European
countries.
Who is eligible?
Anyone over the age of 20 who is registered as a jobseeker
with the Swedish PES can apply for financial assistance to
attend an interview in another European country. The
Swedish PES must receive the request for financial
assistance before the person leaves for the interview.
Retrospective applications are not accepted. Although the
scheme is not means tested and does not depend on a
person’s income, there must be a need for sending the
person abroad for work. “If there are jobs in the local area
in the person’s field of expertise then we will not pay for
people to go to another country to interview for a similar
job,” explains Christina Koch, EURES Adviser in Malmö,
Sweden.
Jobseekers can receive up to SEK 2 500 (Swedish
Krona) – around EUR 280 – per interview, depending
on how much it costs them in travel expenses. While
EURES Sweden can book air tickets, transportation by
land as well as an over-night stay in a hotel must be
paid directly by the jobseeker and reimbursed
afterwards.
“Before we accept a request, we also run checks on the job
advertisements and employers in the other countries by
contacting other Advisers in the EURES network.”
Boosting cross-border cooperation
“This scheme has been a big breakthrough from the crossborder perspective,” says Christina. “There are some 22
000 Swedes commuting from Southern Sweden to
Denmark every day for work. Before we could pay for
people to travel from Malmö in the south to Stockholm – a
journey of 4.5 hours by train, but we couldn’t pay for them
to take the 30-minute trip by train across to Denmark for
an interview. Now we can.”
35 | Line Managers Training Package 2012
“It feels great as a EURES Adviser to be able to provide a
concrete tool that can really help people take advantage of
the opportunities on the European labour market,”
concludes Christina.
07.
EURES Best Practices
EURES activities shall be an integral part of the
service offer of the EURES members, accessible
at any of their local offices. EURES members
shall take the European dimension, and in
particular the European Employment Strategy,
into consideration when defining their targets
and performance indicators. EURES members
and partners shall collaborate with a view to
strengthening this integration
07. EURES Best Practices
EURES supports Capgemini
One best practice from The Netherlands and Poland
Capgemini is a world-leading provider of consulting, technology, and outsourcing solutions. When the firm’s Polish
branch was looking to recruit in Europe, they turned to EURES for expert help and advice.
Capgemini employs more than 115 000 people worldwide and operates in 40 countries, facts that confirm its
position as a truly global company. “Our Polish division employs more than 4 600 people and is growing fast,” says
Magdalena Dorożyńska, Employer Branding and Recruitment Administrator at Capgemini Poland.
“In the beginning, EURES had just one vacancy to help Capgemini fill, but over the last two years we have been in
contact more frequently and EURES helped Capgemini with many more vacancies,” explains Barbara Zahuta,
EURES Adviser in the Netherlands. According to Barbara, Capgemini Poland was one of the first Polish employers
to look for employees in the Netherlands.
“Capgemini is supported by EURES in publishing its job offers, gaining access to databases of candidates, and
taking part in EURES job fairs,” adds Agnieszka Litewka, Senior Employer Branding and Recruitment Specialist at
Capgemini. At the latest job fair organised by EURES in the Netherlands, six vacancies were on offer during the
event and a number of high-quality CVs were presented. “During the Dutch National Job Fair we had a lot of
matching CVs from Dutch jobseekers,” says Agnieszka.
Around 100 foreign nationals are currently employed by the Polish branch of the company and many of them
were recruited thanks to cooperation with EURES.
“We very much appreciate our cooperation with EURES; it gives us the opportunity to reach candidates we
wouldn’t be able to reach on our own,” adds Magdalena.
EURES in the Netherlands and Capgemini Poland even worked together closely to distribute a comprehensive
handbook for prospective and new employees, which provides information not only on the firm itself, but also on
living and working conditions in Poland. Through EURES, Capgemini Poland is currently advertising five vacancies
targeted at Dutch or Flemish speakers in the fields of customer care, finance and accounting, and IT Support.
37 | Line Managers Training Package 2012
07. EURES Best Practices
EURES supports Euroccor
One best practice from Bulgaria, Belgium and The Netherlands
Bulgarian based company, Euroccor, was expanding its services and had a number of positions to fill. They turned
to EURES to help them find the best candidates to serve their international customers.
An outsource call centre based in Bulgaria, Euroccor employs over 220 people, many of whom are from other
European countries. The company is going through a period of expansion and is looking to hire a further 50
employees. Vacancies include working in call centres and customer care, business-to-business and business-toconsumer sales positions.
“Our philosophy is not to recruit people straight into leading positions but to employ those with the ambition and
ability to lead and then provide them with the opportunity to progress. So it’s important we find the right
candidates,” explains Redhuan Haltout, Recruitment Manager at Euroccor.
EURES helps the company to do just that. “They pre-select candidates and point out recruitment events. The
service EURES Advisers provides is often better than a recruitment agency because they are specialised in certain
countries and can provide a wealth of information,” he says.
“I’ve been working with EURES since joining Euroccor a year ago. I worked for 12 years for the VDAB, the Flemish
public employment service in Belgium so I was already familiar with EURES and wanted to work with them.”
“It’s a cooperation that works well. In 2011, we recruited around 40 Dutch and Belgian people and about half of
these people came through EURES. I know that when people come through EURES they are well informed.”
“We’re really happy to be working with EURES and we want to keep this partnership in the future,” he concludes.
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07. EURES Best Practices
EURES supports SMEs
One best practice from The Netherlands
The European Union’s 23 million small and medium-sized enterprises (SMEs) constitute 99 % of the EU’s
businesses. Entrepreneurs who are looking to recruit, move or expand their activities in other European countries
could benefit from the services of EURES.
“Entrepreneurs could use the EURES network when looking for skilled personnel in other parts of Europe, or for
information about the procedures and requirements of hiring someone from elsewhere in Europe,” says Henk
Smolders, a EURES Adviser in the Netherlands specialised in advising SME’s.
According to a 2007 European Commission SME Observatory survey there are over 23 million SMEs in Europe,
meaning a company that employs 1 to 250 persons. SMEs constitute the overwhelming majority of European
businesses and are a key driver for economic growth, innovation, employment and social integration in Europe.
Through a network of 850 experienced EURES Advisers all over Europe, EURES offers SMEs its services free of
charge, such as the possibility to advertise job vacancies on the Job Mobility Portal and advices on the living and
working conditions in EURES member countries. If the vacancy is immediate EURES Advisers can also send a
request to their colleagues in other countries, maximising the potential to find the right candidate.
“We can also help SMEs that might not have a human resources department by helping them to write job
vacancies in other languages for the EURES Job Mobility Portal. Or we can help them with a first screening of
incoming curriculum vitaes (CVs) as we have a thorough experience of different cultures and in writing CVs,”
explains Arend Mud, EURES Adviser in the Netherlands.
This kind of support offered by EURES can prove to be a lifeline for SMEs on tight budgets.
39 | Line Managers Training Package 2012
07. EURES Best Practices
EURES supports Seven Seas Group
One best practice from Sweden
To meet the growing demands of the cruise ship industry, the specialist recruitment agency, Seven Seas Group,
turned to EURES for help in sourcing the right candidates for a wide variety of vacancies. In 2011, over 200 people
found jobs thanks to this ongoing cooperation.
“EURES plays an important role not only in promoting the positions but also in the selection process,” explains
EURES Adviser, Malin Dahl. “Once the Seven Seas Group have pre-screened candidates and sent out invitations to
interview, EURES provides the venue for presentations and interviews, as well as any necessary support.”
Jessica Malmberg, Recruitment Specialist for the Seven Seas Group Europe feels the cooperation with EURES is
beneficial: “Malin and her colleagues are always ready to help me with anything that I may need to make my work
easier and better.”
And as to candidates, there is no shortage of interest for positions ranging from bar staff to waiters, human
resources and IT staff, to photographers or entertainers needed for the various shows on board. “My
presentations have received a very positive response. There’s always a room full of people eager to learn
about the cruise industry,” says Jessica.
But working on board a cruise ship is not for everyone. “It takes a strong kind of person with the right personality
to make this the best experience possible. We look for people aged 21* and older with great social skills, flexible,
independent, able to work in a multicultural environment, willing to be away from home for about six months at a
time, and who are dedicated to working hard and having fun while doing so,” explains Jessica.
In February 2011, during one recruitment event organised by EURES, over 80 people were interviewed, 73 of
whom were eventually hired. In total that year, around 200 jobseekers set sail for a new career opportunity
thanks to this ongoing cooperation.
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07. EURES Best Practices
EURES supports Volvo
One best practice from Sweden
Sweden-based car manufacturer, Volvo* stepped up its collaboration with EURES in 2011 in a bid to meet the
demand for an extra 900 experienced engineers.
In Autumn 2011, Volvo announced that it would be doubling production to meet the increasing demand from
China. In order to keep pace with this expansion it requires an extra 900 experienced engineers. These positions
are mainly for people with several years experience, particularly in research and development. Volvo also has 50
positions up for grabs on its three-year graduate programme for newly qualified graduates.
EURES has been providing general advice on relocation and work permits to employees of the company for over
seven years, but towards the end of 2011 advisers were called upon to assist with the recruitment process.
“There are not enough engineers in Sweden to fulfil the demand,” explains EURES Adviser Lena Westling. “That,
and the company is looking for a diverse workforce for which they need to recruit across a range of countries.”
Through a series of events organised by EURES at the end of 2011 in Denmark, Spain, Ireland, Poland and the
Czech Republic, EURES has been helping the company source appropriate candidates for all positions. At one
event in Valencia, Spain, Volvo’s HR staff met Spanish engineers who had applied for vacancies at the company
and who had been pre-selected. Some 20 applicants were interviewed on the spot by Volvo managers.
Representatives from the company also met teaching staff from the University of Valencia to discover how
engineering is taught there. Over 70 students were invited to attend a meeting, where Volvo unveiled its new
graduate programme. The recruitments are still ongoing but several candidates from these events have passed
the pre-selection phase.
“Thanks to our network, we can easily help companies such as Volvo to reach out to other countries in Europe
and recruit the best candidates for the job. The service is completely free and as we’re not "selling" anything we
can be more objective in serving the needs of employers and jobseekers,” concludes Lena.
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07. EURES Best Practices
EURES supports young Europeans to “job
tasting”
One best practice from Germany
We have all heard of wine tasting, but no one could be blamed for looking puzzled when faced with the idea of
“job tasting”. EURES in Germany and the German Public Employment Service (PES) worked together to make this
new idea a reality and with more than 500 000 website views and almost 2000 fans on Facebook, “Follow Me –
The Job Of My Life” has proved a phenomenal success.
“A lot of people are quite surprised that we did something so innovative, but it really helped to show that there
are a lot of job options out there and that young people interested in working and living abroad can turn to us for
support and advice,” notes Rachel Heinick, Marketing Specialist at the German PES.
The action began in Germany as an Internet-based video competition, with young Germans competing for the
chance to be sent around Europe to sample some of the most diverse jobs on offer through the EURES network.
Entrants submitted videos showcasing their most unique talents and two lucky winners were eventually chosen to
move forward in the competition.
Wlada – 24 year old Berliner – and Julius – a 19 year old from Karlsruhe – were the two chosen to undertake the
exhilarating five week odyssey across Europe. During that time they worked in various occupations from wedding
planner, to fight choreographer, to island watchman, and even circus trainer. The destinations and jobs were
chosen by means of a community vote, so even those watching from afar had a stake in the exciting events as they
unfolded. “One week, we offered visitors to the website the chance to watch a video of Wlada and Julius working
in a tattoo parlour, and they could subsequently vote on which of them had done the best tattooing,” adds
Rachel.
Each week a new video detailing Wlada and Julius’ progress was published on the website and various interactive
quizzes, polls, and competitions allowed visitors following the two winners to continue to take part in the
adventure.
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