EURES

Europe
EU
1993
Employed looking for a career change
Employers
Guidance Counsellors
Unemployed
No
EURES
Improving trans-national guidance
Public
Businesses
Civil Society
Government

Stakeholders have an active role in the operation and update of information available via EURES.

Improve matching between skills and jobs
Improvement of guidance/ employment services
Raise awareness on guidance
Tackling unemployment

EURES provides information, advice and recruitment/placement (job-matching) services for the benefit of workers, employers and any citizen wishing to benefit from the principle of free movement of persons.

EURES provides support through EURES Advisers; the EURES Cross-Border Partnerships; the European Job Days, and the EURES Job Mobility Portal, composed of three sections: a) database of job vacancies; b) provision of information related to living and working conditions in European countries, where users can gather LMI in both national and regional level; c) a section for employers to register and search for candidates.

Access to Lifelong Guidance Services
Career Management Skills
ICT in Lifelong Guidance
Improving careers information
Strategic Leadership
Effective job matching
Occupational information

EURES posts LMI from different sources such as country official websites, public administration portals, government agencies, labour offices, etc. All information on labour market trends and living and working conditions are updated regularly by EURES national correspondents. The information is coming directly from Member States and no regular or official update is foreseen.

Aspects of LMI:

  • Overview of labour market information across all EU countries;
  • Database of registered vacancies, with sectoral information included;
  • Database of candidates, incl. locations with most jobseekers and occupations with most available candidates;
  • Statistics on the Top 10 most preferred occupations in a country or a region;
  • Information on cross-border employment, via respective partnerships.
Connection with third parties (LMI, PES, etc.)
e-portfolio
Interactive online tools
Mobile app
Online counselling
Online wiki
Open source
Personalised information storage
Social media utilisation

ICT is a critical element of EURES:

  • An automatic vacancy count is performed every 30 minutes;
  • Jobseekers can perform searches in different languages;
  • Each EURES Member State inserts its data by using Open Source Web Services technology.

Some data are directly inserted from country official websites, public administration portals, government agencies or ministries.

Quantitative results:

  • 850 000 people visit the portal every month;
  • By March 2015, 146 450 CVs were available;
  • A total of 2 508 companies are searching for employees through the EURES portal.

Qualitative results: EURES has improved the quality of respective services; contributed to lasting changes; built awareness on mobility over the period under review; and improved balance between supply and demand of labour in the EU.

Evaluation process: questionnaires & surveys. Until now, such evaluations have not been conducted.

  • Budget appropriate to improve efficiency and support the increase of EURES personnel;
  • Finance of training sessions and seminars for new or experienced EURES personnel;
  • Strong commitment and high qualifications of EURES key personnel;
  • Targeted mobility initiatives and joint activities among advisers’ network;
  • Cooperation with other European networks;
  • Productive cooperation between Public Employment Services.

No regular updating of information.

Limited matching capacity.

Lack of harmonisation of social security and taxation systems.

Limited monitoring and evaluation of EURES activities.

Transferability elements

What triggered the development of EURES in 1993 was the need for worker mobility from high unemployment areas to those characterised by labour shortages across the EU. The difficulty of companies and countries in finding staff with the right skills for vacant positions and overcoming mismatches in the labour market accelerated the development of EURES services. Finally, the limited intra-EU labour mobility and the need to strengthen the integration of public employment services of the Member States to reach those goals has fuelled EURES as a response.

Around EUR 15 million of which: 33% (EUR 5.2 million) are used for making information transparent for potential applicants and employers, and 67% (EUR 10.6 million) are invested in EaSI supported services for ensuring jobseekers successful integration in the labour market.

The network consists of around 1 500 EURES staff, 90% of which work for PES.

Each regional EURES office has one IT person. Depending on the country, EURES staff is organised in different ways.

  • National Public Employment Services have the complete control over their own data;
  • An automatic vacancy count is performed every 30 minutes;
  • Jobseekers can perform searches in different languages.

Involvement of stakeholders in EURES’ processes is vital in EURES success: stakeholders help in identifying skill gaps and qualified workforce but also ensure an adequate matching and recruitment process.