REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT, THE COUNCIL AND THE EUROPEAN ECONOMIC AND SOCIAL COMMITTEE EURES Activity Report 2006 – 2008 presented by the Commission in accordance with Article 19 (3) of Regulation (EEC) No 1612/68   "Towards a single European labour market: the contribution of EURES"
Date: 2010-12-13
Institutions: European Commission
Subjects: EURES, activity report, employment policy, labour market

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EUROPEAN COMMISSION 

Brussels, 13.12.2010 
COM(2010) 731 final 

REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT, THE 
COUNCIL AND THE EUROPEAN ECONOMIC AND SOCIAL COMMITTEE  

EURES Activity Report 2006 – 2008 presented by the Commission in accordance with 
Article 19 (3) of Regulation (EEC) No 1612/68  

"Towards a single European labour market: the contribution of EURES" 

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REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT, THE 
COUNCIL AND THE EUROPEAN ECONOMIC AND SOCIAL COMMITTEE  

EURES Activity Report 2006 – 2008 presented by the Commission in accordance with 
Article 19 (3) of Regulation (EEC) No 1612/68 

"Towards a single European labour market: the contribution of EURES" 

(Text with EEA relevance) 

TABLE OF CONTENTS 

1. 

2. 

2.1. 

2.2. 

3. 

3.1. 

3.2. 

3.3. 

3.4. 

3.5. 

4. 

Introduction .................................................................................................................. 3 

Strategic objectives for EURES ................................................................................... 3 

Outcome of EURES activities...................................................................................... 3 

Impacts of EURES activities........................................................................................ 4 

The EURES delivery mechanisms ............................................................................... 5 

EURES is supporting a fundamental right with insufficient financial resources......... 5 

EURES is built on a strong human network ................................................................ 6 

Training of EURES personnel is vital in order to ensure a professional network ....... 6 

Towards mainstreaming of EURES in PES ................................................................. 7 

EURES cross-border partnerships................................................................................ 7 

EURES service provision............................................................................................. 8 

4.1. 

EURES as a mechanism for job matching ................................................................... 8 

5. 

Challenges ahead and outlook.................................................................................... 10 

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1. 

INTRODUCTION 

EURES (European Employment Services) is a well-established European network which aims 
to  promote  worker  mobility.  It  comprises  the  European  Commission  and  the  public 
employment  services  (PES)  of  the  Member  States  of  the  European  Economic  Area1,  plus 
Switzerland,  and  their  social  partner  organisations.  Its  services  have  been  available  to  all 
citizens in the countries covered by the network for some 15 years. During this time EURES 
has  facilitated  geographical  labour  mobility  by  addressing  the  fragmentation  of  information 
on the availability of labour, vacancies, living and working conditions, as well as education 
and training opportunities. 

Freedom of movement is often considered to be one of the most important – but least used – 
of the four fundamental freedoms guaranteed by EU law since 1957. The Lisbon Strategy and 
the  European  Employment  Strategy  (EES),  which  introduced  employment  as  an  issue  of 
common  concern,  both  require  the  elimination  of  obstacles  to  mobility  and  an  increase  in 
labour mobility in the EU. The EU Common Principles of Flexicurity provide an overarching 
framework for current and future employment and mobility strategies, with a particular focus 
on  easing  the  transition  between  jobs.  In  the  Communication  on  New  Skills  for  New  Jobs2, 
promotion of mobility and a better match between peoples' skills and job opportunities are to 
be achieved by the removal of obstacles to the free movement of workers in the EU, as well as 
more  transparent  information  on  labour  market  trends  and  skills  requirements.  The 
Communication  on  addressing  labour  shortages  through  migration  in  EU  Member  States 
which the Commission will present in 2011 will look at whether migration from outside the 
EU is part of the answer to labour shortages in certain sectors and labour market challenges 
due to demographic trends. 

The performance of EURES in the period 2006-2008 is assessed in this report on the basis of 
the findings in the external evaluation report of the EURES network carried out in 2009. The 
report  is  structured  into  four  main  parts:  section  2  deals  with  the  strategic  objectives  of  the 
EURES  network,  section  3  with  the  EURES  delivery  mechanisms,  and  section  4  with  the 
service provision of the network; lastly, section 5 looks at the challenges ahead. 

2. 

STRATEGIC OBJECTIVES FOR EURES 

In the period 2006-2008 the strategic objectives for EURES have been to promote mobility of 
workers  and  reduce  barriers  to  mobility  by  contributing  to  the  development  of  a  European 
labour market that is open and accessible for all, ensuring the transnational, inter-regional and 
cross-border  exchange  of  vacancies  and  job  applications,  and  ensuring  transparency  and 
information  exchange.  The  following  section  explores  the  outcomes  and  impact  of  EURES 
activities in terms of the difference EURES has made for beneficiaries. 

2.1. 

Outcome of EURES activities  

EURES  contributes  to  the  development  of  a  European  labour  market  that  is  open  and 
accessible for all. This is ensured by the provision of labour market information, information 

1 
2 

The EU Member States, plus Norway, Iceland and Liechtenstein  
COM(2008) 868 final  

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on living and working conditions and a job matching service via the EURES adviser network 
and the EURES Job Mobility Portal.  

The service offered by the network reflects the clients' needs, whether it is mediated or not. 
Mediation  is  provided  through  the  adviser  network  which  offers  information  to  employers, 
jobseekers and job changers and facilitates job matching. The adviser network comprises two 
levels:  qualified  professionals,  who  act  as  information  and  job-brokers  across  Europe,  and 
EURES  assistants  who  support  the  qualified  professionals  and  also  play  a  crucial  role  in 
service delivery. The unmediated service is provided through the EURES portal.  

Clients access and use the information on the portal to make their decisions. Jobseekers and 
those wishing to change jobs, who were in contact with a EURES adviser while looking for a 
job,  were  more  likely  to  receive  a  job  offer  than  those  simply  accessing  the  Job  Mobility 
Portal.  The  EURES  adviser  network  therefore  adds  value  to  the  services  provided  by  the 
portal. 

The  exchange  of  vacancies  throughout  Europe  is  facilitated  by  the  service  provided  on  the 
portal and through the adviser network. Evidence suggests that employers recruit via EURES 
and  individuals  access  jobs  via  EURES.  Around  20%  of  jobseekers  and  job  changers  have 
received a job via EURES and just under half of these have received a job corresponding to 
their skill level.3 

In  many  countries,  EURES  contributes  to  the  achievement  of  PES  objectives  by  helping  to 
reduce unemployment and by promoting worker mobility. In addition, efforts have been made 
to integrate it into mainstream PES provision. However, the mainstreaming of EURES is not a 
one-off task, but should be seen as an ongoing process. The mainstreaming of EURES in PES 
could be improved. The section below outlines how EURES is adding value to the promotion 
of mobility for workers. 

2.2. 

Impacts of EURES activities  

EURES  has  a  role  to  play  in  moving  towards  the  goals  of  sustained  economic  growth  and 
social cohesion by facilitating the match between jobseekers and job changers and employers 
through  providing  information,  advice,  guidance  and  mediated  exchange  to  individuals  to 
enable them to exercise their right of free movement in the EU. 

In  the  period  2006-2008,  EURES  was  relevant  both  to  the  EES  and  to  the  Lisbon  goals  of 
sustained economic growth and greater social cohesion. However, the first explicit references 
to it in key policy texts only appeared from 2007 onwards (Job Mobility Action Plan and New 
Skills for New Jobs Communication) 

Furthermore, EURES has a socio-economic dimension to it, thus providing a link to Guideline 
19  of  the  EES  as  a  mechanism  that  delivers  job  search  assistance  and  job  matching  to 

3 

The  external  evaluators  carried  out  surveys  with  jobseekers  and  job  changers  and  employers.  These 
surveys  show  that  the  job  vacancies  database  has  facilitated  job  matching.  For  example,  6,344 
jobseekers and job changers (65.8% of respondents) reported that they have either applied for vacancies 
of  interest  or  posted  their  CV  on  EURES.  A  total  of  1,283  people  (20.2%  of  jobseekers  and  job 
changers) reported having received a job via EURES, and just under half of these (609) identified that 
the resulting job corresponded to their skill level.  

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facilitate labour market integration4. Through its brokerage role and the information it collects 
and  delivers  on  living  and  working  conditions,  including  social  security,  tax  and  insurance, 
EURES can help individuals overcome real and potential barriers to mobility.  

Guideline 19 also creates a link between EURES and the Flexicurity agenda, insofar as it has 
the  potential  to  reduce  or  minimise  transitions  between  jobs.  EURES  is  a  tool  that  helps 
individuals in the process of their search for a job. Hence it can be considered to be helping to 
minimise transitions between and into jobs. 

3. 

THE EURES DELIVERY MECHANISMS  

The Public Employment Services at central, regional and local levels ensure the delivery of 
EURES  services.  In  the  EURES  cross-border  partnerships  those  services  are  delivered  in 
conjunction  with  partners  organisations  such  as  Trade  Unions,  Employers  Organizations, 
Chambers  of  Commerce,  etc.  In  practical  terms,  the  services  of  the  EURES  network  are 
delivered  by  the  EURES  advisers  and  other  relevant  staff  of  the  EURES  members  and  the 
partner  organisations  involved.  The  following  section  focuses  on  the  human  and  financial 
resources  allocated  to  EURES,  the  EURES  training  provision  and  the  mainstreaming  of 
EURES into PES. A specific sub-part is dedicated to cross-border partnerships.  

3.1. 

EURES is supporting a fundamental right with insufficient financial resources 

The EU has steadily increased its investment  in  EURES  over  time.  At  EUR  21  million,  the 
budget  for  2007-2008  was  almost  EUR  4  million  higher  than  in  2005-2006.  Some  of  this 
increase is due to the expansion of the network, with Bulgaria and Romania joining the EU in 
2007.  

Almost  three  quarters  of  the  total  Commission  funding  for  EURES  is  allocated  to  members 
for  the  delivery  of  the  activities  identified  in  their  activity  plans.  The  remainder  of  the 
available funding is used for the EURES Job Mobility Portal, EU-level training, the EURES 
helpdesk and other support activities, such as communication support, translation services and 
publications. 

In general, the funding structure for EURES has been successful, but it also has shortcomings. 
Grant consumption is running at approximately 75%, with the result that an average of 25% 
of the available funding allocated to members was unspent each year during the period 2006-
2008.  Factors  that  contribute  to  underspending  are  unsupported  activities,  administrative 
requirements to justify expenditure and when the resources are actually received. 

The budget allocated to EURES is fairly small compared to total programme funding in the 
employment field, both at the EU level and relative to total PES expenditure in the member 
countries.  The  financial  resources  allocated  by  the  EURES  members  are  more  than  three 
times  the  budgeted  resources  provided  by  the  Commission  and  four  times  the  eligible 
expenses.  This  means  that  the  funding  made  available  by  EURES  members  is  essential  in 
terms of delivering EURES services. 

4 

As part of the European Employment Strategy, Guideline 19 in the 2008–10 Employment Guidelines 
refers to EURES’s contribution to the policy objectives in the field of employment and links EURES to 
the flexicurity agenda, in terms of managing transitions between and into jobs. 

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Budget commitments and payments 2006 – 2008 

2006 

2007 

2008 

commitments 

16 420 284,55 

18 370 275,72 

20 802 275,36 

payments 

11 636 119,76 

14 546 709,36 

14 738 651,59 

3.2. 

EURES is built on a strong human network  

Across the member countries there is a network of 851 advisers in place to deliver EURES 
services to jobseekers, job changers, the unemployed and employers. The number of advisers 
in each country varies, with half of all advisers working in six countries: Belgium, Germany, 
Spain, France, Italy, and Sweden.  

EURES  advisers  are  PES  employees  who  are  assigned  at  local,  regional  and  national  level 
within their PES organisation. They spend on average 75% of their working time on EURES5. 
In 2008 they recorded over a million contacts (1 093 998) with jobseekers, job-changers and 
employers,  which  makes  an  average  of  1 286  individual  contacts  per  adviser.  86%  of  these 
contacts were with jobseekers and job changers. The ratio of advisers to registered employers 
and jobseekers varies, but on average there are 424 jobseekers and 20 employers per adviser. 

Job  search  has  always  been  the  most  common  topic  discussed  through  the  adviser  contacts. 
On  average,  41.2  %  of  the  contacts  focussed  on  this  issue  in  the  period  2006-2008.  The 
second most common topic was general information on EURES, discussed in some 17.1% of 
the  contacts  during  the  same  period.  The  third  most  common  topic  was  recruitment,  which 
was discussed in some 15.1% of the contacts in this period.  

Job search  Recruitment

General 
Information 
on EURES 

Social 
security 
and 
taxation 

Education 
and 
training 

Living and 
working 
conditions 

Other 
general 
information 
and advice 

17.1% 

41.2% 

15.1% 

10.1% 

1.9% 

8.3% 

6% 

The network is also supported by EURES assistants, with over half of the member countries 
also  employing  assistants  to  support  the  advisers  and  deliver  EURES  services.  The  human 
network  directly  associated  with  the  delivery  of  EURES  services  is  therefore  much  bigger 
than the adviser network alone. 

By  and  large,  the  level  of  human  resources  employed  to  deliver  the  EURES  service  seems 
adequate  to  meet  the  needs  of  jobseekers,  job  changers  and  employers,  although  additional 
resources will be required if EURES is to evolve to accommodate new services.  

3.3. 

Training of EURES personnel is vital in order to ensure a professional network 

EURES training consists of two components: in-country training and European level training. 
In-country training comprises a range of different activities, including pre-training, which is a 

5 

The EURES Charter (OJ C 106, 3.5.2003, p. 3) states that the EURES advisers are to work at least for 
half  the  time  of  a  regular  full-time  equivalent  on  EURES tasks,  the  rest of  the  time  being devoted  to 
tasks in their national PES.  

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prerequisite for new advisers before they attend the European level ‘Initial Training’ course 
and conference.  

In the period 2006-08, European-level training was delivered by a private contractor, which 
provided  around  20  individual  training  courses  each  year.  The  training  offer  was  a  mix  of 
beginners’  and  advanced  courses  and  delivered  training  for  EURES  advisers  and  their  line 
managers.  For  the  various  training  courses  EURES  advisers  and  managers  were  hired  as 
trainers and worked with the contractor's team.  

The  training  offered  is  vital  to  ensuring  that  the  network  is  professional  and  operates 
efficiently and effectively. In general terms, training delivered at the European level and in-
country training are complementary, with the former concentrating on theory and the latter on 
practical issues. 

3.4. 

Towards mainstreaming of EURES in PES  

The  EURES  guideline  clearly  identifies  the  priority  need  to  step  up  the  mainstreaming  of 
EURES  in  PES6.  This  has  already  produced  results  showing  that  the  majority  of  members 
have  made  progress.  Members  have  established  a  clear  allocation  of  staff  resources  to 
EURES, time spent on EURES is respected and acknowledged, and there is in-house training 
of  EURES  staff  and  awareness  raising  for  other  frontline  staff.  Between  75%  and  100%  of 
frontline advisers in around half of the member countries have received training on EURES.  

By integrating EURES into PES services, EURES contributes to the achievement of the PES 
objectives  of  reducing  unemployment  and  promoting  mobility.  Despite  efforts  made  by  the 
PES on the mainstreaming and integrating of EURES, the results of this work differ between 
the various PES.  

3.5. 

EURES cross-border partnerships 

The  EURES  network  has  an  important  role  to  play  in  cross-border  regions,  where  EURES 
advisers  provide  information  and  advice  to  cross-border  workers  and  employers  wishing  to 
recruit from the other side of the border. Commuters need assistance with information about 
insurance, taxes, the social system, education, self-employment etc.  

Job-search was the most common issue discussed by cross-border advisers, with an average of 
34.6%  of  contacts  focusing  on  this  topic  in  the  period  2007  to  2008.  The  second  most 
important  issue  discussed  was  social  security  and  taxation,  with  an  average  of  24.8%  of 
contacts covering this topic during the same period. The third most important issue discussed 
was general information on EURES, with an average of 12.6% of contacts covering this topic 
during the same period.  

Job search  Recruitment

General 
Information 
on EURES 

Social 
security 
and 
taxation 

Education 
and 
training 

Living and 
working 
conditions 

Other 
general 
information 
and advice 

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EURES activities carried out by members and partners are based on a set of guidelines applicable for a 
three year period. 

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12.6% 

34.6% 

8.4% 

24.8% 

3.2% 

9.1% 

7% 

In the period 2006-2008, a total of 22 EURES cross-border partnerships (CBP) were involved 
in  the  delivery  of  EURES  services  and  made  a  vital  contribution  to  the  development  of 
EURES activities. Most EURES CBPs are located in central-western Europe, with nine CBPs 
in  Germany  and  six  in  France7.  As  well  as  the  activities  delivered  by  cross-border 
partnerships,  almost  all  EURES  members  undertake  some  form  of  cross-border  activities 
outside the scope of the existing partnerships.  

The location of EURES CBPs corresponds largely to this pattern of commuting. The number 
of  commuters  has  increased  in  the  past  few  years.  According  to  one  study,  around  780  000 
people were  cross-border commuters in 2006-2007 in the EEA/Switzerland. For  the EU-15, 
between 1999-2000 and 2006-2007 their number increased by 26%. Most of the commuting 
activities are concentrated in the central-western region of Europe. The main destinations are 
Switzerland, Luxembourg, Germany, the Netherlands, Austria and Belgium. These countries 
receive  around  three  quarters  of  all  commuters.  The  main  countries  of  origin  are  France, 
Germany  and  Belgium,  which  account  for  approximately  60  %  of  all  EU  outgoing 
commuters.  

The cross-border partnerships have improved the visibility of EURES and have established a 
wide  range  of  activities  to  provide  information  to  jobseekers,  job  changers,  commuters  and 
employers in cross-border regions.  

4. 

EURES SERVICE PROVISION  

The  EURES  network  assists  jobseekers,  job  changers  and  the  unemployed,  as  well  as 
employers, through the delivery of a range of services via the EURES Job Mobility Portal and 
the  EURES  adviser  network.  These  include  direct  job  matching  assistance  and  indirect  job 
matching assistance by providing information on the labour market situation and information 
on living and working conditions in other EEA countries, plus Switzerland.  

4.1. 

EURES as a mechanism for job matching 

The EURES Job Mobility Portal has played an important role in disseminating information on 
opportunities  for  jobseekers,  job  changers  and  the  unemployed,  as  well  as  for  employers. 
Through  the  portal,  jobseekers,  job  changers  and  the  unemployed  have  access  to  job  search 
and  an  opportunity  to  publish  a  CV,  while  employers  have  access  to  CV  search  and  an 
opportunity to publish vacancies. 

Overview of registered jobseeker on the EURES portal per country 2006-2008:  

Country 

Number of jobseekers 

Country 

Number of jobseekers 

Belgium 

9,671 Netherlands 

Czech Republic 

11,396 Austria 

5,092

3,551

7 

See the Annex to this report for the number of cross-border partnerships in which a country participates. 

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Denmark 

Germany 

Estonia 

Ireland 

Greece 

Spain 

France 

Italy 

Latvia 

Lithuania 

Hungary 

2,379 Poland 

21,185 Portugal 

4,413 Romania 

3,854 Slovenia 

6,091 Slovakia 

50,923 Finland 

16,524 Sweden 

49,307 United Kingdom 

5,767 Norway 

4,526 Switzerland 

12,744  

25,040

22,724

18,090

2,588

3,923

4,123

4,966

10,824

2,497

2,283

The portal is appreciated by both groups of users, who clearly see the benefit in being able to 
access – or post – information on vacancies across the EEA territory. According to an online 
survey  among  users,  the  CV  set-up  function  is  the  most  useful  of  the  EURES  services  for 
jobseekers and job changers. Among employers who placed a job advert, 19% had offered a 
job  to  one  or  more  applicants  and  just  under  half  of  those  applicants  have  obtained  a  job 
corresponding  to  their  skill  level.  Almost  70%  of  jobseekers  and  job  changers  have  either 
applied for vacancies of interest or posted their CV on the portal. The portal has thus made 
job  matching  easier,  with  jobseekers  and  job  changers  having  found  jobs  and  employers 
having  filled  vacancies.  This  can  be  further  improved  through  the  synergy,  currently  under 
development, with the widely used Europass CV online tool. 

However, there are several aspects of the portal that could be improved in order to increase 
the  effectiveness  of  job  matching  via  EURES.  These  include  technical  aspects  such  as 
improved  functionalities,  as  well  as  the  type  and  quality  of  information  inputted.  The 
responsibility for providing updated information and ensuring the quality of vacancies posted 
on the portal lies with the EURES members. 

The  human  network  of  EURES  advisers  adds  value  to  the  already  existing  information 
available on the portal, especially when it comes to their knowledge and experience of topics 
such as taxation or the recognition of qualifications. Some of the main benefits of the adviser 
network appear to be their assistance in helping clients to navigate on the portal themselves, 
especially  aimed  at  people  with  low  IT  skills,  their  knowledge  of  the  portal,  and  also  in 
speeding  up  the  job  search  process.  The  vast  majority  of  users  consider  that  the  EURES 
advisers  are  very  helpful  and  provide  high  quality  services.  However,  their  work  could  be 
made easier by ensuring the proper functioning of the portal, integration of EURES into PES 
and intensification of contacts with employers. 

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In  addition  to  the  adviser  network  and  the  Job  Mobility  Portal,  a  number  of  other  types  of 
activities are carried out in order to promote job matching; these include job fairs and other 
recruitment  events,  information  sessions  and  meetings,  for  instance  with  employers,  and 
promotion  activities.  Job  fairs  and  recruitment  events  seem  to  be  successful  as  far  as  job 
matching  is  concerned.  In  the  period  2006-2008,  more  than  11 000  successful  job-matches 
took  place  at  248  events.  In  addition,  a  further  15 000  job  outcomes  were  registered  by  the 
EURES network in the same period.  

5. 

CHALLENGES AHEAD AND OUTLOOK 

The pace of change on the European labour markets, triggered by the effects of the economic 
crisis,  and  the  overall  modernisation  of  PES  are  the  main  challenges  for  EURES  in  the 
coming years. In order to address these changes, a stronger development of EURES is needed. 
EURES  has  to  be  further  developed  as  a  results  oriented  network,  demonstrating  its  added 
value  for  the  client  groups  and  the  PES.  The  Monti  report  acknowledges  that  the  EURES 
network  is  a  success  story8.  Compared  to  other  Commission  networks,  EURES  has  a 
significantly stronger focus on employment opportunities and is also the only one providing a 
specific job-matching service.  

EURES  must  maintain  its  strong  role  as  an  instrument  for  promoting  mobility.  This  means 
that the regular information and advice tasks will still remain. However, in order to address 
the real needs of the EURES clients and provide measurable outcomes, EURES must be re-
positioned  as  a  key  tool  to  improve  matching  between  jobseekers  and  vacancies  throughout 
Europe by focusing on matching and placement for all legally resident workers and jobseekers 
who  have  the  right  to  work  in  another  EU  country,  thereby  becoming  an  instrument  at  the 
service of the European Employment Strategy.  

PES needs to further include EURES in its service delivery package and client contacts and to 
use  the  expertise  of  the  EURES  advisers  to  further  mainstream  and  integrate  the  European 
dimension in all relevant activities. PES should integrate the EURES service offer within their 
front line service offer, as well as in their rapid response schemes, to further help employers 
and workers cope with change. 

In  the  future,  EURES  will  offer  more  personalised  mobility  assistance  to  jobseekers, 
employers,  workers,  apprentices  and  university  graduates.  Achieving  a  better  balance  of 
vacancies and applications for employment must be the main goal of EURES. Mobility within 
the EEA and Switzerland has to be made an attractive option.  

To allow EURES to meet these challenges, several initiatives have already been set in motion 
or are under evaluation: 

- Develop a standard multilingual dictionary of occupations and skills to enhance the quality 
and  transparency  of  vacancy  information  and  improve  matching  between  jobseekers  and 
vacancies.  Effective  matching  of  skills,  jobs  and  learning  opportunities  on  the  European 
labour market can only be achieved if there is a common multilingual classification of skills, 
competencies  and  occupations.  The  name  of  this  multilingual  dictionary  is  European  Skills, 
Competencies and Occupations (ESCO). 

8 

M. Monti, A New Strategy for the Single Market, 9 May 2010, p. 59. 

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- Create a "match and map" function which offers a user-friendly, transparent online service 
for  citizens,  providing  qualitative  information  on  occupations,  skills,  learning  and  training 
opportunities across the EU. This function will be part of EURES and linked to the Ploteus 
and Euraxess portals, and will provide clear geographical mapping of the job offers matching 
a user's profile,  feedback on  why jobs and skills do not match, and information on learning 
opportunities. 

- Establish a European Labour Market Monitor with periodic, up-to-date information on short-
term  trends  on  the  European  labour  market.  This  will  improve  data  collection  in  order  to 
identify and anticipate surpluses and shortages on labour markets better and analyse mobility 
flows. This would allow workers or jobseekers with the relevant skills and qualifications to 
know where they had a good chance of a job.  

-  Modernise  the  EURES  Job  Mobility  Portal  by  adding  more  interactive  sections.  This  is 
intended to be the European Union's largest employment website with graphic presentations, a 
link  to  the  Europass  CV  creation  tool  and  a  more  user-friendly  CV  search  functionality,  a 
social networking section for jobseekers and a virtual job fair. The revamped portal will also 
have a section specifically dedicated to young graduates, which will bridge the gap between 
academia and business, and support matching and job placement for young people.  

-  Work  is  also  ongoing  to  create  a  scheme  entitled  "Your  first  EURES  job":  this  scheme  is 
designed to financially support mobility among young people across Europe in their efforts to 
enter the labour market. 

- Establish systematic cooperation mechanisms with other EU networks by finding synergies 
or appropriate ways of working together. 

EN 

11 

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ANNEX  
to the EURES Activity Report 2006-2008 

Statistics on the use of the European Job Mobility Portal 

Table 1: Number of visits at the EURES Job Portal per month 2007-2008 

Month 

Visitors 

avr-07 746.434 

mai-07 807.962 

juin-07 778.391 

juil-07 825.436 

août-07 787.524 

sept-07 862.158 

oct-07 974.595 

nov-07 925.574 

déc-07 835.674 

janv-08 1.382.187 

févr-08 1.360.996 

mars-08 1.575.820 

avr-08 1.975.491 

mai-08 1.486.182 

juin-08 1.305.630 

juil-08 1.277.264 

août-08 1.227.002 

sept-08 1.545.773 

oct-08 1.619.020 

nov-08 1.539.167 

déc-08 1.206.529 

EN 

12 

   EN 

 
Graph 1: Number of visits at the EURES Job Portal per month 2007-2010 

Visitors

6.000.000 

5.000.000 

4.000.000 

3.000.000 

2.000.000 

1.000.000 

-

7
0
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v
a

7
0
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l
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j

7
0
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t
c
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8
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9
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Visitors

EN 

13 

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Table 2: Number of EURES cross-border partnerships (CBP) in which a country participates 

Country 

Belgium 

Czech Republic 

Denmark 

Germany 

Spain 

France 

Italy 

Luxembourg 

Hungary 

The Netherlands 

Austria 

Poland 

Portugal 

Slovenia 

Slovakia 

Finland 

Sweden 

United Kingdom 

Switzerland 

Lichtenstein 

Number of  
EURES CBP 

4

2

2

9

2

6

3

2

1

4

3

1

1

1

2

1

2

2

3

1

EN 

14 

   EN