Among the Member States, the lowest unemployment rates were recorded in Austria (4.9%), Germany (5.2%) and Luxembourg (6.1%), and the highest in Greece (26.5% in February 2014) and Spain (25.1%).
Compared with a year ago, the unemployment rate fell in eighteen Member States, remained stable in two and increased in eight. The largest decreases were registered in Hungary (10.6% to 7.8% between March 2013 and March 2014), Portugal (17.3% to 14.6%) and Ireland (13.7% to 11.9%), and the highest increases in Cyprus (15.6% to 16.4%) and the Netherlands (6.5% to 7.2%).
In April 2014, the unemployment rate in the United States was 6.3%, down from 6.7% in March 2014, and from 7.5% in April 2013.
Youth unemployment
In April 2014, 5.259 million young persons (under 25) were unemployed in the EU28, of whom 3.381 million were in the euro area. Compared with April 2013, youth unemployment decreased by 415 000 in the EU28 and by 202 000 in the euro area. In April 2014, the youth unemployment rate5 was 22.5% in the EU28 and 23.5% in the euro area, compared with 23.6% and 23.9% respectively in April 2013. In April 2014, the lowest rates were observed in Germany (7.9%), Austria (9.5%) and the Netherlands (11.0%), and the highest in Greece (56.9% in February 2014), Spain (53.5%) and Croatia (49.0% in the first quarter of 2014).
Showing posts with label plan. Show all posts
Showing posts with label plan. Show all posts
Tuesday, June 3, 2014
Tuesday, April 8, 2014
Checking your Market Value and Keeping yourself sharp!
Recently I read an article over the way that one should use should ask for a raise.
The biggest problem is that we do not know our worth.
It is an essential element needed for your negotiation.
A good way to check your worth is via Internet tools which show statistical information from people who entered their salary, experience, sector in which they are working on and education level.
Another way, the one which I suggest to you since I think it keeps people sharp, is to quietly look for open jobs, similar to yours and have interviews. It shall give you a better idea of what you worth, it will increase your negotiation skills, it will expand your network and it will create 'open doors' in case things go wrong during your raise negotiations..
Also, you must be able to present the situation in case you would not be there.. In other words, what is the added value of having you at the position you are now and how do you make profit or add value to the department/company? Why should you get a raise? Why you and not somebody else?
The biggest problem is that we do not know our worth.
It is an essential element needed for your negotiation.
A good way to check your worth is via Internet tools which show statistical information from people who entered their salary, experience, sector in which they are working on and education level.
Another way, the one which I suggest to you since I think it keeps people sharp, is to quietly look for open jobs, similar to yours and have interviews. It shall give you a better idea of what you worth, it will increase your negotiation skills, it will expand your network and it will create 'open doors' in case things go wrong during your raise negotiations..
Also, you must be able to present the situation in case you would not be there.. In other words, what is the added value of having you at the position you are now and how do you make profit or add value to the department/company? Why should you get a raise? Why you and not somebody else?
Wednesday, October 30, 2013
Your first EURES Job
Your first EURES job is based on support from national employment services – information, job search, recruitment, funding – for both young jobseekers and businesses interested in recruiting from outside their home country. Funding is subject to conditions and procedures put in place by these services.
Who qualifies for support?
Jobseekers who are:
Jobseekers
How to participate?
The employment services implementing Your first EURES job as well as the relevant information points in the EU countries are listed below.
Who qualifies for support?
Jobseekers who are:
- aged 18-30
- EU nationals
- legally living in an EU country
- a legally established business in an EU country
- looking for workers with a specific profile they can't find in their home country
- offering minimum 6-month contracts, with pay and conditions compliant with national labour law
Jobseekers
- Job matching and job placement support
- Funding towards the costs of an interview trip and/or of moving abroad to take up a new job
- Training (languages, soft skills)
- Recruitment support
- Small and medium businesses (companies with up to 250 employees) may apply for financial support to cover part of the cost of training newly-recruited workers and helping them settle in
How to participate?
The employment services implementing Your first EURES job as well as the relevant information points in the EU countries are listed below.
If your country does not yet offer these services, you can contact any of the organizations hereunder.
Source Europa.eu
Source Europa.eu
Youth on the Move
Youth on the Move is a comprehensive package of policy initiatives on educationand employment for young people in Europe. Launched in 2010, it is part of the Europe 2020 strategy for smart, sustainable and inclusive growth.
Goals
- making education and training more relevant to young people's needs
- encouraging more of them to take advantage of EU grants to study or train in another country
- encouraging EU countries to take measures simplifying the transition from education to work.
- Coordinating policy to identify and stimulate action at EU and national level;
- Specific actions designed for young people – such as the preparatory action 'Your first EURES job' for labour market mobility within the EU, and increased support for young entrepreneurs via the European progress microfinance facility.
- Around 5.5 million young people are unemployed in the EU, which means that 1 in 5 people under 25 who are willing to work cannot find a job.
- The unemployment rate among young people is over 20% – double the rate for all age groups combined and nearly 3 times the rate for the over-25s.
- 7.5 million people aged 15 to 24 are currently neither in a job nor in education or training.
Youth on the Move aims to improve young people’s education and employability, to reduce high youth unemployment and to increase the youth-employment rate – in line with the wider EU target of achieving a 75% employment rate for the working-age population (20-64 years) – by
Source Europa.eu
Wednesday, October 23, 2013
The curious case of European youth unemployment: an inconvenient truth
Youth on the move… but where to?
One last, but persisting, political contradiction is to be noted. Part of the Europe 2020 strategy is to promote ‘youth on the move’ and social inclusion. Let’s bring forth from the shadows Regulation No. 1408/71 on the freedom of movement for workers and equal social rights. Since 1971, workers’ mobility has formed part of the Union’s basic principles. Yet, embroiled in the political debate of social mobility, national governments such as the UK Coalition have recently launched proposals for reform on immigration control.
To top it all off, the worrying rise in anti-immigration discourse and the resurgence of far-right political parties, such as the French National Front or the Greek Golden Dawn, have constrained the debates into protectionist fetters. Prospects for migrant and youth labour markets today are six of one, half a dozen of the other. Xenophobia and racism put the EU project of workers’ ‘mobility’ or ‘immigration’ – in whichever way politicians decide to label it – under vehement pressure and unsafe waters. What is clear is that the situation plays into the hands of radical parties.
Keep calm and…browse
So what next? The onus is on both sides. Recruiters and new graduate to new graduate. Firstly, let’s face the facts: European universities need to increase their competitive output. The Economist stated that, in 2011, only 2 European universities – the traditional Oxbridge tandem – were ranked among the world’s top 10 universities. A complete overhaul of university criteria and educational systems is needed. Secondly, a tailor-made labour market must be created. Positive economists assert that economic recovery is under way. Fantastic news. Now such hope should give adequate momentum for young cutting-edge entrepreneurs to kick off their start-ups. Likewise, the mushrooming of speculative bonds in the financial market should be an opportunity for companies to invest a greater amount in youth working potential.
I remain quite sceptical about the latest craze on ‘voluntary work’ or the ‘work for free’ approach. Androulla Vassiliou, member of the European Commission responsible for Education and Youth, calls for ‘increased opportunities for volunteering, youth exchanges and other forms of participation for young people’. Surely Ms Vassiliou could better justify her Commissioner’s salary with more elaborate options for young hard workers?
The emergence of new projects, such as the Youth Mentoring and Apprenticeship Programme, is encouraging companies to invest in Mentoring and Apprenticeship (M&A). The Commission plans to grant professional cards to specific professionals in order to increase the mobility of EU workers across the Union, notably among nurses and engineers. National schemes are pushed forward too. In the UK, eight core cities agreed to sign the Youth Contract, enabling local young employees to enter into local businesses. However ambitious and honourable these projects may look, they remain at an embryonic stage.
Last but not least, while it is true that young job seekers remain at the mercy of a dysfunctional technocratic elite, it is also certain that youth has stagnated in a self-complacent pessimism. Budding job seekers will need to adapt, and acknowledge that the digitalisation of all professions and the spread of social media have become the high yield nerve centre of growth. They should orientate their job-hunting accordingly and target those winning industries. I, for one, should formulate career backup plans, remain plugged in and browse the varying opportunities that are on offer.
ip of the iceberg…
To this day, no European leader has convincingly articulated concrete measures for fear of losing office. A crisis of democratic legitimacy and a leadership vacuum are impeding any fast-track solutions. Most national governments across the EU are battling voters’ general disenchantment with the political class. Yet, “the beginning of every government starts with the education of our youth”. Were Pythagoras still alive, he could certainly teach this to some of our European political leaders today.
Source: The curious case of European youth unemployment: an inconvenient truth - The World Outline | The World Outline
One last, but persisting, political contradiction is to be noted. Part of the Europe 2020 strategy is to promote ‘youth on the move’ and social inclusion. Let’s bring forth from the shadows Regulation No. 1408/71 on the freedom of movement for workers and equal social rights. Since 1971, workers’ mobility has formed part of the Union’s basic principles. Yet, embroiled in the political debate of social mobility, national governments such as the UK Coalition have recently launched proposals for reform on immigration control.
To top it all off, the worrying rise in anti-immigration discourse and the resurgence of far-right political parties, such as the French National Front or the Greek Golden Dawn, have constrained the debates into protectionist fetters. Prospects for migrant and youth labour markets today are six of one, half a dozen of the other. Xenophobia and racism put the EU project of workers’ ‘mobility’ or ‘immigration’ – in whichever way politicians decide to label it – under vehement pressure and unsafe waters. What is clear is that the situation plays into the hands of radical parties.
Keep calm and…browse
So what next? The onus is on both sides. Recruiters and new graduate to new graduate. Firstly, let’s face the facts: European universities need to increase their competitive output. The Economist stated that, in 2011, only 2 European universities – the traditional Oxbridge tandem – were ranked among the world’s top 10 universities. A complete overhaul of university criteria and educational systems is needed. Secondly, a tailor-made labour market must be created. Positive economists assert that economic recovery is under way. Fantastic news. Now such hope should give adequate momentum for young cutting-edge entrepreneurs to kick off their start-ups. Likewise, the mushrooming of speculative bonds in the financial market should be an opportunity for companies to invest a greater amount in youth working potential.
I remain quite sceptical about the latest craze on ‘voluntary work’ or the ‘work for free’ approach. Androulla Vassiliou, member of the European Commission responsible for Education and Youth, calls for ‘increased opportunities for volunteering, youth exchanges and other forms of participation for young people’. Surely Ms Vassiliou could better justify her Commissioner’s salary with more elaborate options for young hard workers?
The emergence of new projects, such as the Youth Mentoring and Apprenticeship Programme, is encouraging companies to invest in Mentoring and Apprenticeship (M&A). The Commission plans to grant professional cards to specific professionals in order to increase the mobility of EU workers across the Union, notably among nurses and engineers. National schemes are pushed forward too. In the UK, eight core cities agreed to sign the Youth Contract, enabling local young employees to enter into local businesses. However ambitious and honourable these projects may look, they remain at an embryonic stage.
Last but not least, while it is true that young job seekers remain at the mercy of a dysfunctional technocratic elite, it is also certain that youth has stagnated in a self-complacent pessimism. Budding job seekers will need to adapt, and acknowledge that the digitalisation of all professions and the spread of social media have become the high yield nerve centre of growth. They should orientate their job-hunting accordingly and target those winning industries. I, for one, should formulate career backup plans, remain plugged in and browse the varying opportunities that are on offer.
ip of the iceberg…
To this day, no European leader has convincingly articulated concrete measures for fear of losing office. A crisis of democratic legitimacy and a leadership vacuum are impeding any fast-track solutions. Most national governments across the EU are battling voters’ general disenchantment with the political class. Yet, “the beginning of every government starts with the education of our youth”. Were Pythagoras still alive, he could certainly teach this to some of our European political leaders today.
Source: The curious case of European youth unemployment: an inconvenient truth - The World Outline | The World Outline
Tuesday, April 16, 2013
Papy-Boom in Europe. The need of Engineers!!
Most old engineering companies in Europe are facing a ‘Papy Boom’ (ie people massively hired in the sixties are now retiring and need to be replaced) while too few people study engineering, IT and sciences. Not only these people need to be replaced, if the companies in which they are working want to keep on going, but they need to train their successors, too. They need to pass on the way of working and the company mentality.
There is good econometric evidence that the demand for graduate engineers exceeds supply and the demand is pervasive across all sectors of the economy. The implication of this is that the economy needs more graduate engineers for both engineering and non engineering jobs. The evidence can be seen in a persistent, sizable wage premium for people holding engineering degrees and this premium has grown over the last 20 years.
Large engineering companies (ie PHILIPS (click for available jobs), SIEMENS) and gradually growing engineering companies (ie ASML (click for available jobs)) are in need of skilled engineers.
There is good econometric evidence that the demand for graduate engineers exceeds supply and the demand is pervasive across all sectors of the economy. The implication of this is that the economy needs more graduate engineers for both engineering and non engineering jobs. The evidence can be seen in a persistent, sizable wage premium for people holding engineering degrees and this premium has grown over the last 20 years.
Large engineering companies (ie PHILIPS (click for available jobs), SIEMENS) and gradually growing engineering companies (ie ASML (click for available jobs)) are in need of skilled engineers.
Thursday, November 22, 2012
iAgora
iAgora is a fisrt job and internship and a university search engine.
iAgora provides first jobs and internships all over Europe, university reviews and ratings by international graduates, Erasmus and exchange students, and language course deals and reviews.
There is also the iAgora Blog which provides updates of job/internship offers and university information.
iAgora provides first jobs and internships all over Europe, university reviews and ratings by international graduates, Erasmus and exchange students, and language course deals and reviews.
There is also the iAgora Blog which provides updates of job/internship offers and university information.
Friday, May 20, 2011
Company vs. Agency. What is it all about?
Very large companies have the luxury of being flexible... that means that they can ‘send people home’ whenever is needed. But that is a luxury since it requires a lot of money to achieve and maintain.
The way to achieve this is by hiring flex employees who are employed by external agencies. Usually the company has to pay a bit more for a flex employee compared to a company employee.
In the Netherlands
The two main kinds for these agencies are “uitzendbureau” and “detacheringsbureau”.
Similar agency types exist in the rest of Europe .
“Uitzendbureau” is the agency which acts as a recruiter and middle contact for a number of companies and it usually has to do with jobs which require low skilled employees. Their main associated companies have to do with production, manufacturing or other tasks which require handwork. The company pays an amount for the worked hours of the employee of which the “uitzendbureau” will keep a small portion (usually the deduction is applied on a worked hour).
The problem with this kind of agency is the uncertainty for the employer as if the company does need the employee any longer, then the employee stays at home doing and getting nothing (unless the agency finds him another job, which is usually the case).
“Detacheringsbureau” is the agency which targets high skilled employees and the companies it is working with are closer to research and development. These agencies are hiring engineers, managers or other people with Bachelors, MCs or PHDs for long term employment. The working principle for them is that, in a way, will ‘rent’ the services of their employee to a company for a certain time. The ‘rental’ time could be project driven or based on the company’s needs. The employee is getting paid by the agency and not by the company. Once assigned to a company for an assignment he is reporting to the company for work related issues and to the agency for personal/human resources related issues.
The difference with the “uitzendbureau” is that once the employee is finished from an assignment and the agency does not have another assignment for him at the next day, he is still getting paid! Of course, he will have to look for possible positions for him at the job market and attend to interviews arranged by his agency.
Depending on the agency’s profile, the employee gets to choose the assignment he wants to work on (if there are enough options) based on what he wants and what he is able to do, while the agency usually offers training packages based on the career path the employee wants to follow.
There are also mixtures of the agencies mentioned above and there are even “detacheringsbureau” agencies which can provide engineering or consultancy services.
Tuesday, May 3, 2011
6 Steps to Starting a Professional Career Abroad
Moving from student life to professional life abroad can be daunting. Moreover, applying for a job is often a challenging and time-consuming adventure! In order to make the transition smoother, 6 steps are listed below with useful ’hints & tips’ that you may want to consider before moving to another country. Please click on each item and consult the relevant page.
Hints & tips ...
- I. FINDING INFORMATION ON JOBS ABROAD
- II. PRACTICAL AND LEGAL ASPECTS OF MOBILITY
- III. APPLYING FOR A JOB ABROAD
- IV. THE SELECTION TESTS AND THE INTERVIEW
- V. MOVING ABROAD
- VI. SETTLING IN A NEW COUNTRY
For further information and opportunities to help you manage the transition from student life to professional life abroad, please consult other websites by clicking on "Information and jobs for graduates" in "Related Links".
Last but not least: more than 800 EURES advisers are ready to advise and assist you on all matters related to the European job market. Start by contacting a EURES Adviser in your country of residence. You can find contact details of EURES Advisers by clicking on "Contact a EURES Adviser".
Source EURES
Last but not least: more than 800 EURES advisers are ready to advise and assist you on all matters related to the European job market. Start by contacting a EURES Adviser in your country of residence. You can find contact details of EURES Advisers by clicking on "Contact a EURES Adviser".
Source EURES
Working and Living in EU
This is a very useful site for finding information concerning Working and Living in EU.
Friday, April 29, 2011
Getting a job in English...
Globalization! Isn’t it great? That’s one of the reasons that people do not have to learn the local language before getting a job abroad. In the past, it was a must to know the local language, today it is an asset at your CV.
Most of the international companies are using English as the official communication language within the company. Doing so, there is no miscommunication among there branches located in other countries and easier to approach the international market.
Learning the local language is needed if you want to survive and to get a social life in the local community. Keep in mind that even though a company’s policy is to speak English in meetings and other cases, this is not valid during launch or coffee breaks.
Bottom line is:
- include in your immediate plans (after getting a job) to learn the local language
- during the job interview mention that you are going to start language lessons as soon as possible
- ask your future employer if he is going to support you for having a language course, by paying for the lessons and/or being flexible with your working hours
Thursday, April 28, 2011
Getting connected... Start using LinkedIn
What is LinkedIn?
The site officially launched on May 5, 2003 . At the end of the first month in operation, LinkedIn had a total of 4,500 members in the network. Today it counts more than 100 million professionals!
Roughly one million new members join LinkedIn every week, at a rate equivalent to a professional joining the site faster than one member per second.
One purpose of the site is to allow registered users to maintain a list of contact details of people with whom they have some level of relationship, called “Connections”. Users can invite anyone (whether a site user or not) to become a connection.
This list of connections can then be used in a number of ways:
- A contact network is built up consisting of their direct connections, the connections of each of their connections (termed second-degree connections) and also the connections of second-degree connections (termed third-degree connections). This can be used to gain an introduction to someone a person wishes to know through a mutual contact.
- It can then be used to find jobs, people and business opportunities recommended by someone in one's contact network.
- Employers can list jobs and search for potential candidates.
- Job seekers can review the profile of hiring managers and discover which of their existing contacts can introduce them.
- Users can post their own photos and view photos of others to aid in identification.
- Users can now follow different companies and can get notification about the new joining and offers available.
- Users can save (i.e. bookmark) jobs which they would like to apply for.
LinkedIn worldwide
- 100m+ professionals around the world as of March 2011
- 20m+ members in
- 5m+ members in the
- 1m+ members in
- 2m+ members in the
- 1m+ members in
- 1m+ members in the DACH region (
- 1m+ members in
- 9m+ members in
- 3m+ members in
- 3m+ members in
- 2m+ members in
- As of April 2011, LinkedIn counts more than 11 million recent college graduates* around the world as members (*LinkedIn defines recent graduates as members who have graduated within the last five years--between 2005 and 2010.).
Wednesday, April 27, 2011
Preparation is everything!
Open your eyes and ears! Start using job search engines like Monster and EURES and professional networks like LinkedIn, for observing the job market’s trends and needs.
If you still have the luxury of not looking actively for a job, I would suggest you to use time and money to follow seminars and courses for covering the gaps in your CV.
If you feel that you are not ready enough to start our career in another country, you could consider doing training. The payment will be less but the experience on way of working will be great!
If you have selected the country you want to go, you could have a language coarse before getting there.
If you have selected the country you want to go, you could have a language coarse before getting there.
Decision taken, now what?
The decision has been taken. You have used logic for that, but now you have to use you heart; what do you want to do in your life?
Ask yourself what do you want to do in your life. Europe can offer you much more career opportunities than the job market at your country (that could be the reason for leaving). But it is essential to define a path.
Setting targets is the way to go from A to B without getting lost nor disappointed.
Long term targets could derive from your ambitions and short term targets should be realistic, achievable and to leading (eventually) to the long term targets.
A common question during an interview is 'where do you see yourself in 5 years?'. Not being able to answer that question shall make the interviewer to assume that you do not care about the future or that you are a person with no plans.
Being ambitious is an asset. Having a plan on how you'll achieve your ambitions is more than an asset!
Try always to think from different perspectives!
If you would have to choose between a person with plan in his life and a person without a plan for a certain position in your company, who would you choose? Whom would you trust the most?
Ask yourself what do you want to do in your life. Europe can offer you much more career opportunities than the job market at your country (that could be the reason for leaving). But it is essential to define a path.
Setting targets is the way to go from A to B without getting lost nor disappointed.
Long term targets could derive from your ambitions and short term targets should be realistic, achievable and to leading (eventually) to the long term targets.
A common question during an interview is 'where do you see yourself in 5 years?'. Not being able to answer that question shall make the interviewer to assume that you do not care about the future or that you are a person with no plans.
Being ambitious is an asset. Having a plan on how you'll achieve your ambitions is more than an asset!
Try always to think from different perspectives!
If you would have to choose between a person with plan in his life and a person without a plan for a certain position in your company, who would you choose? Whom would you trust the most?
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