THE EURES WORLD Handbook - Europa
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THE EURES WORLD
Handbook
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 The purpose of EURES is to provide information,
cooperation network between the European advice and recruitment/placement (job-matching)
Commission and the Public Employment Services (PES) services for the benefit of workers and employers as
of the EEA Member States (the EU countries plus well as any citizens wishing to benefit from the
Norway, Iceland and Liechtenstein) and other partner principle of the free movement of persons.
organisations. Switzerland also takes part in EURES
cooperation.
The main objectives of EURES are:
to inform, guide and provide advice to potentially
The cooperation network is designed to facilitate the mobile workers on job opportunities as well as
free movement of workers within the EEA living and working conditions in the European
In addition to PES others partners in the network are Economic Area;
Trade Unions Employers' Organisations, Universities, to assist employers wishing to recruit workers from
Chambers of Commerce, etc. other countries;
to provide advice and guidance to workers and
The joint resources of the EURES member and partner employers in cross-border regions.
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.
3 | Line Managers Training Package 2012
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. 4 | Line Managers Training Package 2012
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. 5 | Line Managers Training Package 2012
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 Limited geographic mobility has been identified in the
virtual transparency of labour markets through the 2012 Annual Growth Survey as one of the reasons for
"clearance of vacancies and application for the structural mismatch between the supply and
employment" as stipulated in Chapter II of Regulation demand for labour, hence hindering recovery and
(EU) 492/2011 (recent codification of Council long-term growth.
Regulation 1612/68). Significant numbers of unfilled vacancies in high
growth areas coexist with high unemployment in
The Commission decision (2003/8/EC) Art. 2 set the other parts of Europe and unacceptable levels of
following objectives: unemployment among young people, the very people
who have a high propensity for circular mobility.
the development of European labour markets Labour mobility and in particular geographical intra-EU
open and accessible for all; labour mobility can be a powerful and relatively cheap
adjustment mechanism to address these imbalances.
the transnational, interregional and cross-border
Against this background, EURES will be transformed
exchange of vacancies and job applications;
into a demand-driven and result oriented
placement/recruitment tool in order to contribute
transparency and information exchange on the
more effectively to the 75% employment target of the
European labour markets, including living
Europe 2020 strategy.
conditions and the opportunities for acquisition of
skills; It should lead to more intra-EU mobility and a better
matching between the supply and demand of labour,
the development of methodologies and indicators thus contributing to employment recovery and long-
for this purpose. term growth.
7 | Line Managers Training Package 2012
02. EURES 2020
EURES Reform: legal framework
Legal basis New legal set-up
The legal basis of EURES is based on the fundamental Under the next multi financial framework (2014-
right for freedom of movement of workers: 2020) the Commission proposes to enhance the
delivery of EURES by:
Article 46 TFEU (free movement) by ensuring close
cooperation between national employment a) introducing the option for funding of national
services . and cross border activities of EURES in the new
European Social Fund,
Council Regulation (EEC) 1612/68 on freedom of
movement of workers within the Community, now b) supporting the EURES EU level and horizontal
codified regulation 492/2011 of 5 April 2011 activities, such as training and the portal under
(qualified majority and co-decision) - part II the new Programme for Social Change and
mechanisms for vacancies clearance and exchange Innovation (PSCI),
of applications which already underwent a major c) improving its governance and mechanisms for
reform in 1992. It lays down the obligation for the matching between jobseekers and jobs across
Member States to exchange vacancies and borders through a revision of the Commission
applications for employment which have not been Decision 2003/8/EC, implementing Regulation
satisfied at national level. 492/2011.
Commission Decision 2003/8/EC of 22 December In April 2012 the Commission published a staff
2002 which implements Council Regulation working document entitled "Reforming EURES to
1612/68 as regards the clearance of vacancies and meet the goals of Europe 2020" as part of the
applications for employment, thus defining the Employment Package "Towards a Job-Rich recovery".
EURES network, objectives, composition and
New rules apply as of 1.1.2014
governance
8 | Line Managers Training Package 2012
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.
9 | Line Managers Training Package 2012
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.
10 | Line Managers Training Package 201202. 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. 11 | Line Managers Training Package 2012
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
minimum one-to-one universal services for all: currently employed i.e. job changers or
information to job seekers, job changers and unemployed, and who are considering moving
companies by all employment services . abroad to improve their job prospects: Job
changers, Cross-border workers, Students / Youth,
innovation of the line services for all (self service Unemployed with benefits, Seasonal workers,
tools): unique entry point for intra EU job mobility Returning migrants.
with matching functionalities.
Employers: those looking to recruit, who may or
focusing on individual services according to needs may not have considered recruiting from abroad as
for support job search assistance and active the solution to their recruitment problems,
matching, placement and recruitment; new including: SME’s, International companies,
services according to post crisis dynamics of labour Recruitment agencies /headhunters.
markets.
Learning partners: the institutions, organisations
specific targeted initiatives for specific groups of and initiatives that work with learners to
the work force. develop/upgrade skills: Universities, Training and
attracting demand: more and better acquisition of education institutions, Erasmus, Leonardo.
vacancies. 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.
12 | Line Managers Training Package 201203. 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 Some of the main features that will be gradually put in
realising the EURES 2020 objectives. place in the coming years are:
It will serve as the European platform for exchange of • Standard formats for vacancies and CVs to allow
job vacancies and CVs according to new and improved Europe-wide interoperability and improved
common standards and using semantic and other information exchange
state of the art technologies that will allow best • Match & Map. An advanced system, using ESCO
possible matching between jobs and jobseekers at the and other classifications and standards, to make
level of skills and competences. good matches between jobs and jobseekers as well
The EURES Portal, already today receiving several as indicating available training opportunities to
millions of visitors every month will also serve as one acquire new skills. The result can be displayed in
of the main communication channels both externally many different ways, such as geographically on a
to employers and jobseekers and internally within the map or as individual training plans etc.
EURES network. • 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
14 | Line Managers Training Package 201203. Tools supporting EURES
ESCO – European Skills/Competences, Added value
Qualifications and Occupations
The objective of ESCO is to develop a multilingual, ESCO is not a tool directly performing job matching,
structured, easy-to-use terminology of identifying skill shortages, recognising qualifications,
skills/competences, qualifications and occupations. providing career guidance, etc. It will facilitate the
Today, more than ever, skills matter. The crisis has development and implementation of instruments
speeded up the pace of change in our economies and responding to these needs. Thus, most of these
societies. Employers are increasingly concerned with specific needs will be covered by applications using
what workers know, understand and are able to do in ESCO, rather than ESCO itself. The following examples
practice, rather than focussing on formal of practical applications illustrate the added value of
qualifications. ESCO:
Public and private employment services respond to • Online job portals could use ESCO for CVs and job
this trend by gradually changing from an occupation- vacancies. Jobseekers would thus describe their
focused to a skills and competence-oriented approach. skill set using the same terminology as the job
At the same time, education and training systems are vacancies. This would enable job matching on skills
moving away from input approaches towards level.
describing qualifications with the knowledge, skills and • Learners could use ESCO to build personal skill
competences they lead to. profiles and to record their learning outcomes in
By providing a tool for identifying, sorting, connecting applications.
and applying relevant terms, ESCO will facilitate the • Education and training institutions could use ESCO
dialogue between the labour market and the to improve planning and curriculum development.
education/training sector. This dialogue is of major ESCO will allow them to react quicker on emerging
practical importance since occupations, skill needs.
skills/competences and qualifications are constantly
• At European level, ESCO will provide for a closer
evolving.
matching of jobseekers to jobs through the EURES
To fulfil this task it is envisaged to structure ESCO on Job Mobility Portal – as well as facilitate the
the basis of three pillars: development of a European Skills Passport.
• occupations;
• skills/competences;
• qualifications.
15 | Line Managers Training Package 201203. 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 analyses the vacancies posted on the EURES jobs developments on the European job market. Data portal (and its database) by national public on job vacancies and hiring shed light on trends in employment services. occupational demand and skills requirements. This bulletin is specifically targeted at people The data is drawn from a wide range of sources: looking for work outside their home public employment services, temporary work region/country, and at EURES advisers aiming to agencies, online services, the EU statistics office help them. (labour force survey, job vacancy statistics), national statistical offices and other relevant research. 16 | Line Managers Training Package 2012
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
17 | Line Managers Training Package 201203. 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
18 | Line Managers Training Package 201203. Tools supporting EURES
Your first EURES Job What's now and what's next?
To complement EURES in tackling the critical levels of The Your first EURES job activities were launched in
youth unemployment across the EU, the Commission May 2012. Four employment services were selected
initiated in 2011 the preparatory action Your first and granted through the 2011 calls for proposals. In
EURES Job. This is a customised job mobility scheme to order to expand the network of Your first EURES job
help young people find a job in another Member State service providers, a second call was published in mid-
(EU-27). 2012 and a third and final call will be published in
2013. This will be open not only to job placements but
As with other mobility actions and programmes co- also to traineeships and apprenticeships.
financed by the Commission e.g. Erasmus, Erasmus for
Young Entrepreneurs, Youth in Action, etc., Your first
Your first EURES job is one of the flagship actions
EURES job can provide funding support to the target spelled out in the Youth Opportunities Initiative
groups. It is a contribution to the actual costs borne by published by the Commission in December 2011. The
both the employer and the jobseeker involved in objective is to ensure 5,000 work placements across
transnational recruitment. Europe by 2014.
Young EU nationals aged 18-30 can be provided with In this period the aim is to test the effectiveness of a
information and help for their recruitment, as well as customized job placement service combined with
the possibility of financial support for their application financial support before being implemented on a
or training. wider scale.
Small and medium businesses, i.e. companies with up As from 2014, it is foreseen that Your first EURES job
to 250 employees, may apply for financial support to will be implemented as one of the "targeted mobility
cover part of the costs of training newly-recruited schemes" under the future EU programme for Social
workers and helping them settle in. 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
.
19 | Line Managers Training Package 201204. 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, There are different types of EURES advisers. They may
some of which may require a degree of specialisation: be experts on mobility issues at national or cross-
provide or coordinate the provision of information, border level (involving EURES advisers from trade
career guidance and assistance on placement to unions and employers‘ organisations as well as from
employers and job-seekers as experts on mobility the PES), "agents for integration" within their own
issues; organisation, and contributors to the functioning of
the European network of EURES advisers.
contribute to the integration of EURES services
The EURES advisers' role towards the public:
within their organisation and provide training and
support for other staff; Follow up of the job vacancies
contribute to cooperation within the framework of Promote EURES to employers, job seekers and
the EURES network. other target groups
Provide information on skill surpluses and
The EURES Charter mentions that “EURES managers shortages
and EURES partners employing EURES advisers shall Provide information on living and working
establish their specific function and time allocation to conditions and on obstacles to mobility and
EURES activities”. suggest appropriate solutions to such obstacles
Besides the obligation that minimum 50 % of the Act as a gateway and resource person to other
working time should be dedicated to EURES, an EU/EEA colleagues in the network
individual job description should also be discussed The EURES advisers' role inside the PES:
between the EURES manager, the EURES Adviser and
the Line manager). 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
Facilitate links between the EURES manager and
21 | Line Managers Training Package 2012 the local hierarchy04. EURES Adviser role
Skills and tasks of an EURES Adviser
Main skills Main tasks
Knowledge of European job mobility issues and Providing “in depth” information (social security,
related topics (social security and taxation, taxation, living and working condition in EU hosting
European labour markets’ trends, living and countries etc.) to job seekers and employers.
working conditions in 27 EU countries). Guidance and placement to job seekers.
Ability to communicate effectively with job- Matching/ Recruitment Assistance to job seekers
seekers, employers and other stakeholders in and employers for enhancing geographical job
order to match supply and demand in a mobility.
geographical job mobility context.
Collaborating with Employers’ organisations,
Awareness on multicultural issues and how can Universities, Vocational training centres, Trade
those affect living and working conditions of Unions, Chambers of commerce, Local authorities
jobseekers. for promoting geographical job mobility and
Project management skills: ability to organise increasing the employment rate.
events at national and international levels, etc.
22 | Line Managers Training Package 201204. EURES Adviser role
Being an EURES Adviser
Being an EURES Advisers is…
“... Very diversified, thrilling, very tiring but never
“…. Very interesting. It demands deliberate person,
boring! Each day seems so different. My job is a mix of
finding inventive solutions in solving problems, open-
human challenges and technical challenges that I face
minded and prepared to look for many different
every day. So I’m aware of all these tools, skills,
information through internet and other available
strategies I’ve to learn, improve, share, verify...”
literature. It can be stressful, when you face with
completely new situation. You should know many
different areas of European labour market and know “... Varied and useful. Sometimes a bit too much
where to search for the right, competent varied. My contact with the EURES assistants is on a
information…” monthly base or more if required. And of course a lot
by e-mail and telephone…”
“… ... 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…”
23 | Line Managers Training Package 201205. 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 joint- approach 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. 25 | Line Managers Training Package 2012
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 EURES Initial Training is addressed to new EURES
contracted by EURESco who coordinates and delivers Advisers who start working within EURES network.
all the activities foreseen for a period of maximum
EURES Initial Training is delivered mainly in English,
four years.
but editions in German and/or French are also
For the period 2008-2012 the EURES training provider programmed (depending on the number of
is Ernst & Young Business School (EYBS). participants).
Since 2008 three main types of training are carried The structure of 2012 EURES Initial Training includes:
out:
5 sessions (plus one Final Conference) addressed
Initial Training to EURES Advisers who will work at transnational
Advanced Training level;
Virtual Training 2 sessions (plus one Final Conference) addressed
to EURES Advisers who will work at cross border
level
Other training activities can be programmed to
The main content of the EURES Initial Training covers:
respond to actual need of the EURES Network.
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.
26 | Line Managers Training Package 201205. 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:
(2 sessions): participants will learn techniques and tools which will enhance and make
Multicultural issues
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).
(2 sessions):participants will enhance synergies and co-operation within
European resources for job mobility
the EURES’ network and between EURES and other European resources for job mobility.
(2 sessions): this training will provide a frame of reference in social security
Social security and taxation
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.
(2 sessions): participants will acquire information, tools and
Key skills for dealing with EURES stakeholders
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 201205. EURES Training
Virtual training and other training activities
EURES Virtual Training Other Training activities
EURES Virtual Training is addressed not only to Specific courses help the EURES network to meet its
experienced EURES Advisers but also to other actors unexpected or occasional training needs; both at
involved in delivery of EURES services (EURES European and national level.
Assistants, Line Managers and others).
In most cases, workshops for a specific audience
The virtual training is offered in three languages: (Training Coordinators, Line Managers, EURES
English, French and German and delivered via e- Managers etc.) are delivered.
learning platform owned by EURESco.
New target audiences to whom specific workshops
Technical requirements to attend the virtual training will be destined in future will be most likely
are really basic, so as all concerned target groups can representatives/employees of Chambers of
follow the e-learning from their office. Commerce, Universities, Private Employment
The topics of EURES Virtual Training sessions include: Services and other partners concerned by EURES
services.
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
(how to fill in the
Practical tools for EURES advisers
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.
28 | Line Managers Training Package 201206. 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 Integration of EURES into the PES
PES
EURES services are delivered by advisers and EURES plays an important role into the PES:
assistants located strategically in local or regional PES EURES staff are represented on the PES
offices and this work is complemented by a range of management board;
self-service tools (including the European Job Mobility
Portal). In addition, there are 20 cross-border EURES is evident in PES policy planning;
partnerships which operate in border regions with EURES contributes to the achievement of PES
high levels of cross-border commuting. These objectives;
partnerships bring together the PES, trade unions, proportion of work dedicated to EURES clearly
employers and other local organisations and provide agreed with employers;
specific advice on the rights and obligations of those
who live in one country but work in another. awareness of EURES among PES (frontline) staff or
advisors.
Internally, EURES provides PES with several services
such as: A Recent evaluation concludes that EURES contributes
to the achievement of PES objectives and there were
Information and training on mobility issues, no reports of issues regarding the allocation of staff
information and advice on legal aspects of job time to EURES.
mobility
However, activity to raise awareness and increase links
Support and advice for setting up job fairs and between EURES and regular other PES services was
events reported as being still underway in many countries.
Provide appropriate contacts in other countries
European labour market information For more information: ECORYS, PES performance
measurement systems and geographical labour mobility,
Final Report, May 2012
30 | Line Managers Training Package 201206. 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 The report “PES and EU2020: making the employment
process, which PES traditionally deal with in different guidelines work” adopted by Heads of PES in
ways. Budapest, Hungary on 23-24 June 2011, states:
• In many cases, more EURES advisers have been “…Only a few PES consider promoting geographical
appointed and the amount of working time the mobility as a priority area for action in relation to the
latter can devote to EURES issues has been Guidelines. This is particularly the case in countries
increased. with beginning labour shortages.
• Other PES have given priority to the training of line PES see strengthening EURES services for employers as
managers and regular PES staff on EURES issues a priority action, whilst those with a surplus of labour
with a view to enabling all PES staff to provide force refer to the role of EURES in facilitating free
basic information on EURES to clients. movement of labour and as a means of combating
unemployment.
• Some PES have given increased importance to
EURES by moving the EURES advisers from the Strengthening cross-sectoral cooperation (e.g. with
central level of the organisation to regional or local Euroguidance), is also mentioned as priority for further
employment offices, thereby giving the EURES action… “
adviser a more front-office role.
• Finally, several PES have chosen to create a
structure of international employment offices,
purely devoted to international mobility issues.
31 | Line Managers Training Package 201206. 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 The project works closely with EURES and values this
placements in another European country as part of a cooperation. “For instance, I had a question from a
move to Europeanise vocational training. And what is painter who wanted to know about apprenticeships in
more, they have enlisted the help of EURES. 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
Which apprenticeship?
Economic Affairs in Baden-Württemberg with funds
from the European Social Fund. Go.for.europe brings “There are three ways in which we can offer
together three organisations in the region including: apprenticeships in Baden-Württemberg,” explains
the umbrella organisation of the chambers of Franziska. “It can either be through Leonardo, as part
commerce and industry, the confederation of the of a ‘pool project’ or as part of a company-specific
metal producing and electrical industries and the programme.”
umbrella organisation for handicrafts in Baden- The Leonardo da Vinci programme funds projects in
Württemberg*. 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
“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
33 | Line Managers Training Package 2012 develop their06. EURES and PES
One best practice: Cross border Partnership
Northern Ireland - Ireland
Strategic approach The National Academic Recognition
Whilst freedom of movement is undoubtedly one of Information Centre
Europe’s biggest success stories, cross-border mobility The National Academic Recognition Information
brings particular administrative demands, not least in Centre database was launched recently in Northern
the case of jobseekers and employers. Ireland and is available to jobseekers in all Public
The EURES Cross Border Partnership Ireland – Employment Service (PES) offices in Ireland and
Northern Ireland has recently launched a free service Northern Ireland. The “Qualifications Comparison
to address one of these challenges. 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 cross-
border 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”.
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
34 | Line Managers Training Package 2012 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 Who is eligible?
(PES) in Sweden has offered financial support for Anyone over the age of 20 who is registered as a jobseeker
jobseekers to attend interviews in different parts of with the Swedish PES can apply for financial assistance to
the country. Since February 2011 they have expanded attend an interview in another European country. The
the scheme to include interviews in other European Swedish PES must receive the request for financial
countries. 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
Jobseekers can receive up to SEK 2 500 (Swedish
person’s income, there must be a need for sending the
Krona) – around EUR 280 – per interview, depending
person abroad for work. “If there are jobs in the local area
on how much it costs them in travel expenses. While
in the person’s field of expertise then we will not pay for
EURES Sweden can book air tickets, transportation by
people to go to another country to interview for a similar
land as well as an over-night stay in a hotel must be
job,” explains Christina Koch, EURES Adviser in Malmö,
paid directly by the jobseeker and reimbursed
Sweden.
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 cross-
border 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.”
“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,”
35 | Line Managers Training Package 2012 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-to- consumer 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. 38 | Line Managers Training Package 2012
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. 40 | Line Managers Training Package 2012
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