Tools & Tips

This category contains 607 posts

Me in a minute – A simple strategy for developing and showcasing personal employability

Graduates require evidence of employability beyond marks and grades to differentiate themselves in the highly competitive labour market. Universities cannot guarantee employment, but they can engage students in learning and recognise achievement that is relevant to employment. Here, we share preliminary insights from interviews investigating student perceptions of an extra-curricular video strategy designed to develop … Continue reading

Individuals have to take more responsibility themselves looking after their skills

“One of the important things to bear in mind looking to the future is that individuals have to take more responsibility themselves looking after their skills and upgrading them.”  John P. Martin Former OECD Director for Employment and renowned labour market expert John P. Martin has studied and compared labour market strategies worldwide. He told Cedefop’s policy … Continue reading

Gender Diversity – Technology can promote it

BCG analyzed technology’s potential in aiding companies’ gender diversity efforts and concluded that technology can help in both short-term and long-term ways. In the short term, companies can use technology to support specific types of diversity interventions. Longer term, women who develop expertise in digital will be positioning themselves for leadership roles in the many … Continue reading

Methods to Anticipate Skills Demand – Different methodological approaches

Skills imbalances are largely the result of failures that characterize the education and labor markets. First, individuals and training providers frequently make decisions based on incomplete information on the returns from each investment. Second, there is a lag between the time when individuals make training decisions and when they enter the workforce. In addition, as … Continue reading

Lifelong Learning – The future of learning is not in the classroom, with increased importance of “soft” attributes as collaboration, empathy, and meaning making

The future of learning is not in the classroom. It’s in the field—finding ways to do better while doing the work. This won’t happen by chance. You need to model learning behaviors and invest in the development of learning processes and tools. You need to take an appropriately humble stand about the challenges ahead—for you … Continue reading

Training, Apprenticeship and Internship – 5 Models of work-based and work-related learning

In Germany work-based learning – which goes by the long-established title: “Learning in the Process of Work”, has been gaining in importance since the 1970s. The term learning here is considered the ideal for the comprehensive development that delivers professional competence. The digitalization of work actually reinforces a renaissance of learning in and through work. … Continue reading

NEETs in EU – A toolkit for a sustainable activation

This toolkit is intended to assist you in designing and implementing your approach to activate people not in employment, education and training (NEETs). The toolkit provides concrete guidance and tools for PES to assess the NEET challenge and set priorities; draft and implement an Action Plan; and develop new tools, measures and competences from scratch. … Continue reading

National Qualifications Frameworks (NQFs) – A toolkit

Most of the ETF’s 29 partner countries have national qualifications frameworks (NQFs) but these mainly exist only on paper or are only partially implemented. This toolkit examines why countries are blocked and proposes solutions to speed up implementation. We go wider than the NQFs themselves. It is not about NQFs per se, but about qualification … Continue reading

Three strategic steps you can take to reduce bias during candidate screening

Overcoming bias in the screening stage requires not just the right technology but an overall strategy as well. Here are three strategic steps you can take to reduce bias during candidate screening. 1) Identify If a Bias Exists During the Screening Stage Identify if a bias exists in your candidate screening by comparing the demographics of the … Continue reading

Workforce Skills Assessment – A Guide on instruments

The education that people acquire before entering the labor market, as well as the training they receive on the job, are determinants of human capital accumulation. However, direct measurements of investments in education and training are not necessarily a good proxy for workforce skills. Variables such as years of schooling or hours of training received … Continue reading

Skills Forecasting – One way to identify future imbalances between labour supply and demand

In a context of dynamic and complex labour markets, matching the right workers and skills with the right jobs becomes increasingly dif cult. Skills forecasting is one way to identify future imbalances between labour supply and demand. Sometimes called ‘labour market forecasting’ or ‘employment forecasts’, this methodology aims to make predictions about future imbalances in … Continue reading

VET Dropouts in Europe – VET toolkit for tackling early leaving

What is the VET toolkit for tackling early leaving? The Europe-wide VET toolkit for tackling early leaving was developed by Cedefop in 2017. Based on evidence of success, it provides practical guidance, tips, good practices and tools drawn from VET aiming at: helping young people at risk of becoming early leavers to attain at least … Continue reading

Recruiting – 10 things ethical and professional recruiters never, ever do

The barriers to entry for a would-be independent contingency recruiter are nonexistent.  Anyone with a phone and an internet connection can call themselves a recruiter and start representing themselves that way to candidates. That’s why the business of recruiting has a bad reputation with so many people. It’s a shame, because there are also top-notch, … Continue reading

Certified Age Friendly Employer (CAFE) Program –’s Certified Age Friendly Employer (CAFE) program is an initiative to identify those organizations that are committed to being the best places to work for employees at or above age 50. Certified employers are those that value employees based solely on their proficiency, qualifications and contribution and also maintain policies, practices and programs supporting people … Continue reading

10 of the worst problems with the well-established Recruiting and Selection process

10 of the worst problems with the well-established Recruiting and Selection process used at nearly every medium-sized and large organization: 1. Job openings are designed based on the Essential Requirements needed for the job (many of which are untested, arbitrary and not even close to Essential) rather than on the work itself. This happens because … Continue reading

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