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    Reporting period: 01/2016 - 12/2016



    The EURES network provides

    • job mobility 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 1 300 people across Europe providing support services,
    • a central website with various tools.

    Since the previous 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 and amending Regulations (EU) No 492/2011 and (EU) No 1296/2013.

    Information in this report is based on currently available information; full implementation of Regulation (EU) 2016/589 should improve the availability and quality of data necessary for the EURES single market scoreboard. Results vary depending on the EURES organisational structure and labour market situation in each country.



    1. by indicator

    [1] Quality of information related to job vacancy exchange
     more than 97%82% – 97% below 82%
    [2] Vacancies posted on EURES as a proportion of vacancies held by EURES member organisationsmore than 90%60% – 90%below 60%
    [3]  Vacancies posted on EURES as a proportion of all national vacanciesmore than 60%40% – 60%below 40%
    [4]  Number of EURES advisers per 100 000 working age populationmore than 0.40.2 – 0.4below 0.2
    [5] People who found a job with the help of a EURES Advisermore than 36 ‰12‰ – 36‰below 12‰

    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.

    2. overall
    (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:  

    400 or higher301 – 399300 or less


    Indicator [1]: Quality of information related to job vacancy exchange

    Source: EURES portal

    All participating countries are required to exchange job vacancies published at national level with EURES. In practice, the data comes essentially from databases managed by public employment services (PES).

    The score for this indicator is based on 2 criteria:

    • the connection quality between the national job databases and EURES
    • the quality of vacancies exchanged.


    Indicator [2]: Vacancies posted on EURES as a proportion of vacancies held by EURES member organisations

    Source: PES, EURES portals - Total number of vacancies on the central national databases divided by the number of vacancies exchanged with EURES.

    Indicator [3]: Vacancies posted on EURES as a proportion of all national vacancies

    Source: EURES portal and quarterly job vacancies figures from EUROSTAT - Comparison is made for the last available figures (third quarter of 2016). Job vacancies figures in Eurostat not available for Denmark, France, Italy, Malta and Iceland

    The numbers in the chart may not fully reflect the countries’ efforts to inform EURES of all their vacancies. This is because the network is organised in different ways in each country.

    Regulation (EU) 2016/589 requires each Member State to make available to the EURES portal all job vacancies made publicly available through PES and those provided by other EURES member organisations under Article 12(3) of the same Regulation. Indicator [2] measures how transparent the national databases are. However, the databases in some countries may host vacancies not directly handled by the PES. Since these should not be provided to EURES, we did not take them into account in the calculation where possible. On the other hand, some countries’ national databases do not include vacancies managed at local or regional level.

    Compared with 2015 figures, the rate for Denmark severely decreased due to a corresponding drop in the number of vacancies provided to the EURES portal. To prevent a possible decline in interest among Danish employers in posting vacancies on the Danish PES website, vacancies have been made available to the EURES platform only if the employers had given explicit consent. This scheme will be changed to ensure compliance with the EURES Regulation by the date of application of the relevant provisions.
    The rate for the UK increased, but this was due to a reduced number of job vacancies available on the national databases. This reflects a provision in the EURES Regulation, enabling employers to opt-out of making available their vacancies on EURES.

    Indicator [3] measures the ratio of

    • job vacancies available on the EURES portal
    compared to
    • all job vacancies available in the Member States, whether or not they are made available by EURES member organisations.

    Given the emergence of a variety of employment services, the Commission and the Member States will need to work together to broaden the EURES network as the EU’s main tool for delivering recruitment services across the Union. The EURES network could be more effective in the provision of quality services and cover a larger portion of the labour market if it had more member organisations.

    Note: the available information was produced using different methods. For example, observations refer to different dates. In countries with low rates for these 2 indicators, it could be worth looking at ways of improving the EURES network’s coverage.

    Indicator [4]: Number of EURES advisers per 100 000 working age population

    Source: EURES portal – Number of full-time equivalent EURES advisers available per 100,000 working-age (20-64) residents in that country

    EURES advisers provide specialist guidance to both jobseekers and employers.

    They work in a country's PES or in other EURES member organisations. They are not the only staff providing support services for EURES but in many Member States they are the most important part of the network.

    A fall in the indicator means there are fewer advisers for the same population. This is the case in Bulgaria, the Czech Republic, France, Luxemburg and Slovenia. In France, this decrease is only temporary, having been caused by an internal reorganisation of the network to increase the accessibility of EURES services. By contrast, in Croatia the indicator went up. Additional information on EURES adviser numbers is provided below (see chart "Number of EURES advisers per country").

    The numbers in the chart do not fully reflect national staffing of the EURES network, which is organised differently in each country. In some cases, services are also delivered by staff other than EURES advisers.

    Indicator [5]: People who found a job with the help of a EURES adviser

    Sources: Monthly reporting by EURES advisers, 2016 Annual report on intra-EU labour mobility.

    Detailed data is not always available:

    • The figures for Greece, France, Cyprus and Portugal only include people from those countries who found work in another country with the help of a EURES adviser
    • The figures for Slovakia only include people from outside the country who found work there with the help of a EURES adviser

    This chart shows the ratio per thousand between

    • the number of people who have found a job in another country as a direct result of EURES advisers.
    • the total flows of 20 - 64 age EU-citizens into another EU country.

    This indicates how far placements reported as a direct result of the work of EURES advisers contribute to flows of workers in and out of the countries.

    The data for this indicator comes from the monthly reports filled in by EURES advisers. The response rate is on average 60% and the data is often based on estimates. As of July 2015, EURES acting advisers and EURES assistants also report their progress in the monthly report. The aim is to achieve higher reliability.



    • Regulation (EU) 2016/589 entered into force. In 2016, preparatory work was carried out on drafting implementing acts on: (i) admission procedures for new EURES member organisations; (ii) standards governing data exchange with the common IT platform; (iii) the programming cycle; (iv) data collection and analysis of activities to monitor and evaluate EURES. The preparatory work included:
      • organising mutual learning on how to design the new admission systems;
      • technical validation of standards and running a pilot scheme to test them in a national IT environment;
      • setting up a working group to develop new indicators and test data availability.
    • A EURES performance measurement system providing new ways of collecting and analysing data on EURES activities is being developed. The new system will capture and analyse more systematically all the different outputs and outcomes of EURES activity. This will help improve the quality of the EURES section of the Single Market Scoreboard
    • All countries apart from Liechtenstein and the Netherlands have drafted activity plans for 2017 and contributed to the interactive programming of EURES activities by the deadline
    • EURES organised various recruitment events. 21 such events were supported on the EURES event management website
    • The ‘Your first EURES job’ scheme continued to run. The scheme helps EU nationals aged 18–30 find work in other European countries. Between 2013 (when the scheme started) and June 2016, it helped 5 720 people to obtain placements.


    Facts and Figures

    EURES portal

    Jobseekers registered on the EURES site to benefit from portal services, by home country

    Source: EURES portal

    Reason for visiting – to find a job & information

    Reason for registering – to find a job, upload & publish CVs.

    Jobseekers registered (on 31 December 2016) – around 250 000.

     The number of job seekers registered on the EURES portal varies per country. This depends on factors such as whether effective recruitment channels are available in the different countries and whether workers are interested in working in other countries. As in previous years, the highest numbers of job seekers on the portal are from Spain and Italy.

    Employers registered on EURES portal to benefit from its services, by home country

    Source: EURES portal

    Reason for registering – to find & contact jobseekers who have published their CVs.

    Employers registered (on 31 December 2016) – around 6 800.

    The number of employers registering on the EURES portal to look for candidates in the database is growing yearly (around 5 600 end-2015 compared with 3 000 end-2014). As in the previous reporting period, most employers are from Germany, followed by the UK, Spain, the Netherlands and Norway.

    Job vacancies on EURES portal, by country

    Source: EURES portal

    The number of job vacancies in a given country depends on many factors, including the size and characteristics of its labour market. The degree of transparency of those vacancies in turn depends on the different labour market actors and how they make the job vacancies available online. In many countries the PES have a role to play in this regard, by inviting other actors such as private employment services and temporary work agencies to share job vacancies on a common site. When such actors are considered attractive and to be performing well, they may attract more job vacancies.

    There are two indicators measuring transparency:

    • The first indicator (indicator [2]) measures the degree of transparency ensured by EURES member organisations. In principle, all job vacancies that PES make publicly available and those provided by other EURES member organisations should be made available to the EURES portal, apart from the exceptions given in Article 17(2) of Regulation (EU) 2016/589. Therefore the indicator measures the difference between vacancies only available at national level and those that are made available on the EURES portal
    • The second indicator (indicator [3]) measures EURES’ labour market share by looking at the number of job vacancies made available on the EURES portal as a proportion of all national job vacancies available. Not all job vacancies published at national level are available through EURES member organisations.

    Germany accounts for the bulk of job vacancies.

    Since 2015, the number of job vacancies posted on PES websites in the UK has fallen.

    Belgium currently provides more job vacancies than the UK, with France, the Czech Republic, Sweden and Poland not far behind.

    Visits to EURES portal by country

    Source: Awstat. Number of pages visited per country in December 2016

    The breakdown per country may depend on the technical configuration of IT networks. Figures are correlated with the number of jobseekers in the different countries. The highest values are observed in Italy and Spain, followed by Poland and France.

    Number of individual visitors to EURES website each month

    Source: Awstat. Number of pages visited per country in December 2016

    The number of individual visitors to the EURES portal has been stable in recent years (around 500 000 on average every month in 2014 and 2015).

    Human network

    Number of EURES advisers per country

    Source: EURES portal

    The high number of EURES advisers in Germany is linked to the size of its labour market, but also to a strong commitment by the German PES to incorporate EURES into their mainstream business activities.

    Although Croatia, Italy, Latvia, Romania and Norway increased their number of EURES advisers, the total number compared to last year fell from 912 to 879.

    The number of advisers in France dropped temporarily in 2016 (-45) due to internal reorganisation of the network. This involved reassigning staff to make EURES support services in the PES more accessible to jobseekers and employers throughout France by 2017. At local level it will be easier to access information, support and IT tools on mobility with the help of employment counsellors, while a number of country-specific decentralised teams will provide further assistance with recruitment.

    The number of advisers also went down in Bulgaria (-7), the Czech Republic (-4) and Slovakia (-4).

    Number of contacts with jobseekers & employers per EURES adviser

    Source: Monthly reporting by advisors

    Compared with 2015 figures, the number of contacts per adviser is generally increasing. However, there was no single definition of what is meant by ‘contacts’, so any analysis needs to be done country by country

    European (Online) Job Days – organisation and participation

    Source: European Coordination Office

    The above chart shows which countries held European (Online) Job Days with support from the European Coordination Office (ECO), how many they organised, and how many Job Days held by other countries they took part in.

    For instance, Spain organised three Job Days using the support of ECO in 2016, and also participated in 10 Job Days organised in other countries with the support of ECO.

    In 2012, EURES launched the website, enabling EURES member organisations to put some or all of their job day activities online. This helps to overcome attendees’ physical, financial and time constraints.

    The website offers some technical tools including:

    • static content posts such as text, photos and videos
    • live video streaming (and recording)
    • live chats (one-to-one and one-to-many).

    These tools support direct links between presenters, advisers and individual viewers (jobseekers or employers).

    Social media tools such as Facebook, Twitter and LinkedIn can help make an online event more relevant, useful and engaging for target audiences.

    Since its 2011 launch, the European (Online) Job Days event management website has moved beyond being mainly an information tool and become an effective recruitment tool. A short report on its achievements was published in 2016.

    Number of EURES staff taking training at European level

    Source: European Coordination Office

    The Commission runs a joint training programme for all EURES staff and supports the development of mutual learning activities at EU level

    There is a wide range of Commission-supported training courses, taught either in traditional classroom sessions or via eLearning. Examples of courses include:

    • improvement of matching, placement and recruitment skills
    • improving negotiation skills and related activities
    • specific EURES-related information on issues such as social security, taxation and the recognition of qualification
    • establishing cooperation with employers and interest groups
    • tools and skills for communication on and promoting EURES activities

    Training content is regularly updated and enhanced. The effectiveness of the overall training offer is closely monitored by a mid-term evaluation system.

    Training is being overhauled to respond to the requirements of the EURES Regulation:

    • the training scheme is being revised to ensure more flexibility, more capacity and more specific content.
    • the initial training format has been replaced by a new, flexible and modular format called the ‘consolidation phase’. This gives all participants a basic, common set of skills for their work in the EURES network

    The number of participants for all types of training is more than 1 200. This is an increase of approx. 10% since the last training cycle (2015). The overall distribution of trainees by different types of course remains stable.

    Division of participation by different types of training
    (initial, advanced, ad hoc, organisational, virtual)

    Source: European Coordination Office

    Initial training has increased since 2015 although the two other types remain clearly the most attended.



    • Full implementation of the mechanisms introduced in Regulation (EU) 2016/589: this should enable the EURES network to better support to labour mobility in the Union. The Commission will actively facilitate cooperation between Member States and encourage full compliance in accordance with the deadlines set by the Regulation.
    • Measuring the results of EURES and how this could affect on the future Single Market Scoreboard for EURES. In 2017 the Commission will develop together with Member States the future performance measurement system for EURES. The new system should: (i) become a comprehensive framework that can capture/signal in a timely and fairly reliable manner quantitative and qualitative developments on EURES activity at both national and EU level (data collection); and (ii) provide a working method for assessing developments in the data, sharing findings among the participating countries and analysing data. Under the new Regulation, the Commission will adopt an implementing act that will set out uniform detailed indicators that can be used to assess how far the Regulation’s objectives are being met. The Commission aims to adopt this implementing act in 2017 and work with Member States to ensure that the act is being implemented effectively starting from the 2018 reference year.
    • Help Member States increase the visibility of EURES and raise awareness about the Regulation. The Commission will contribute to these objectives through its own communication activities and by complementing communication activities at national level, in close cooperation with the Member States.