EURES and other EU instruments

EURES and other EU instruments – cost benefit to employers

Apprenticeships are key to finding the right candidates for the right roles across Europe. The European Commission has always worked to facilitate mobility and employability in the EU labour market, and wants to enable the work of recruiters and job platforms with relevant technical solutions and support. Therefore, the European Commission has developed a range of tools and services to support the better understanding, and communication, of skills and qualifications. The tools are built and implemented through co-operation from the worlds of education, training and the labour market. They give visibility to skills, and thus supports people in planning their learning and career in Europe.

EURES – The European Job Mobility Portal

https://ec.europa.eu/eures/public/en/homepage

The EURES network provides:

  • job mobilitiy information
  • recruitment/placement services

 

through cooperation between public employment services (PES) in EU Member States plus Norway, Iceland, Liechtenstein (EEA) and Switzerland.

In concrete terms, EURES consists of:

  • a network of EURES staff of about 1 100 people across Europe providing support services,
  • a central website with various tools.

 

The video shown below shows how the EURES network works:

Since the 2016 editions, the EURES Single Market Scoreboard has been revised to take into account the new context introduced by Regulation (EU) 2016/589 of the European Parliament and of the Council of 13 April 2016 on a European network of employment services (EURES), workers' access to mobility services and the further integration of labour markets.

Information in this report is based on currently available information. Results should be interpreted in light of the EURES organisational structure and labour market situation in each country.

A) By indicator

Indicator [2&3] may not accurately reflect countries’ efforts to share vacancies. EURES only takes account of vacancies published on central national portals that meet standards set by public employment services.

B) All 5 indicators combined

Overall performance is calculated on the basis of the points on the five indicators.

Countries can "earn":

  • 100 points for an indicator marked "green"
  • 75 points for an indicator marked "yellow"
  • 50 points for one marked "red".

The colours on the map represent the sum of these scores:

Too wide the information, click here: http://ec.europa.eu/internal_market/scoreboard/performance_by_governance_tool/eures/index_en.htm

ESCO - European classification of skills, competences, occupations and qualifications

http://ec.europa.eu/esco

ESCO is a multilingual classification system covering skills, competences, qualifications and occupations. It is a European reference ontology with 3 000 occupations and 13 500 skills, available in 27 languages. It can also serve as a reference terminology when designing assessment, identifying skill-gaps and mapping skills, and experiences, to jobs or programme requirements. Its common reference terminology can help make the European labour market more effective and integrated, and enable the worlds of work and education/training to communicate more effectively with each other. An Application Program Interface (API) is a software component facilitating the interaction with other software components. This is a video tutorial that explains how to use the ESCO API to query the ESCO classification. It targets application developers that want to embed the ESCO classification in their application or service. The video shows how to access the API, explores what it can do and provides some examples of how it can be used. ESCO offers its API in two different ways: the ESCO web services API and the local API. The video navigates through the web services API. However, the same information applies to the local API installed on a local server. The video shows where the API and additional information about it can be found on the ESCO portal.

https://audiovisual.ec.europa.eu/en/video/I-161740

 

Examples:

A) Iceland is one of the first countries to introduce the ESCO classification at a national level. In this video, testimonials of professionals from the Public Employment Service in Iceland and the Icelandic Government explain the importance of foreign workers and how ESCO is used to revamp job platforms in the country. Using the ESCO classification offers an effective solution to the current job matching skill challenges, which makes the job matching process easier by linking employers with the right job applicants

https://audiovisual.ec.europa.eu/en/video/I-162745

 

B) Docebo is one of the first platforms combining artificial intelligence and the ESCO classification in order to identify the right training requirements of employees. The CEO and experts from the Docebo platform in Italy, provide testimonials on how ESCO is offering great support on identifying employee skill gaps and then matching the online corporate training content with the right employee to fill those gaps. Additionally, a series of ESCO benefits are listed, including the standardisation of skills in accordance with the artificial intelligence and how users can benefit from the platform’s multilingual environment.

https://audiovisual.ec.europa.eu/en/video/I-163051

 

Self assessment

1- The EURES network provides:

  1. job mobility information
  2. recruitment/placement services
  3. both of them

 

2- EURES consists of:

  1. a network of EURES staff of about 700 people across Europe providing support services,
  2. a central website with various tools
  3. a multilingual classification system

 

3- ESCO is a multilingual classification system covering

  1. Skills and competences
  2. skills, competences and qualifications
  3. skills, competences, qualifications and occupations

 

4- ESCO is a European framework with:

  1. 000 occupations and available in 27 languages
  2. 000 occupations and available in 17 languages
  3. 500 occupations and available in 15 languages

 

5- Indicate the wrong sentence:

  1. The European Commission has not always worked to facilitate mobility and employability in the EU labour market.
  2. The EU Commission wants to enable the work of recruiters and job platforms with relevant technical solutions and support.
  3. The European Commission has developed a range of tools and services to support the better understanding, and communication, of skills and qualifications.