PESPod - the insiders' guide to the EU labour market (pespodeu)

The latest episode of PESPod, the podcast of the European Network of Public Employment Services (PES Network), explores how PES are helping jobseekers and employers prepare for the skills needed in tomorrow’s labour market.Across Europe, the triple transitions of digitalisation, demographic change and the greening of the labour market are reshaping job requirements. This episode examines how PES are responding with stronger skills intelligence, better data analysis and more responsive training programmes.In this episode, host David Poyser is joined by Sophia Cooper (Head of Training) and Gabriele Marconi (Data Scientist) from Luxembourg’s PES, ADEM (Agence pour le développement de l'emploi). Together, they discuss how ADEM are utilising data science and algorithms are used to identify and analyse skills in the Luxembourg labour market and how the outcomes are informing the design of training programmes to meet employer needs.Gabriele outlines how skills-based matching is being introduced to give a clearer picture of what jobseekers can offer and what employers need. He describes how ADEM’s algorithms extract skills from open vacancies and feed into the jobinsights.lu platform, which tracks trends across occupations and sectors. Meanwhile Sophia outlines how combining both quantitative and qualitative intelligence can shape reskilling and upskilling programmes and gives example of how ADEM are using the insights to quickly adapt to employer needs.The episode also explores the lessons learned, examples of programmes developed as a result of data insights and how PES can adopt a shift to skills-based approaches.Key topics discussed include:1. Upskilling and reskilling in a changing labour market in LuxembourgDigitalisation, the uptake of AI and wider economic shifts are driving changes across most occupations. Some IT specialisms are shrinking in while others, such as cybersecurity and data science, are expanding, highlighting the need for continuous skills development.2. Skills-based matching to better reflect labour market needsADEM is moving towards skills-based matching to improve the relevance of job recommendations. By combining occupations, qualifications and skills the PES can help jobseekers and employers identify opportunities more precisely, particularly where jobseekers have transversal skills that apply across roles or sectors.3. Data-driven tools to support skills intelligence and inform training designADEM uses algorithms to extract skills data from open vacancies and combines these insights with wider labour market information, vacancy trends and the Luxembourg shortage occupation list to support evidence-based decision making.4. Agility, collaboration and a shared mindset to support a skills-based approachA shift towards skills-based methods requires flexibility, cross-team collaboration and continuous dialogue with stakeholders and employers. Data driven approaches are most effective when combined with human insight and the ability to adapt quickly.

The latest episode of PESPod – the podcast of the European Network of Public Employment Services (PES Network) – focuses on Finland which has recently undergone significant structural changes. Finland’s TE Services 2024 (TE24) reform, which came into force in January 2025, transferred responsibility for public employment services from the national level to municipalities and employment areas formed by municipalities. This new PESPod episode brings listeners inside the transition and examines what the reform means for jobseekers, employers and local authorities. In the episode, host David Poyser speaks with two guests at the centre of the process. Tiina Korhonen, Director General of the Finnish Public Employment Service, outlines the national context for the reform, including recent labour market challenges and the strategic motivations for decentralising responsibility. She explains how bringing services closer to citizens, integrating employment services with education and business support, and strengthening regional vitality were core aims of the new model. Joining her is Jaakko Westerlund, Head of Employment and Integration Services at the KEHA Centre, the organisation supporting municipalities as they deliver the reformed system. He describes the role of the KEHA Centre in providing guidance, maintaining key IT platforms, supporting staff preparation ahead of the changes and ensuring that municipalities have the tools they need to deliver effective services. Throughout the discussion, both guests share early lessons from the implementation and reflect on what other PES can take from Finland’s experience. Key topics discussed include: • Labour market challenges shaped the need for reform Finland entered the reform with high unemployment, falling vacancies and rising long term joblessness. This context informed the decision to reorganise employment services and make them more responsive to local needs. • Decentralisation is intended to bring services closer to citizens The TE 24 reform transfers responsibility to municipalities and employment areas, enabling services to be tailored to regional needs and integrated with education, business support and wider municipal services. • Communication, staff preparation and coordinated support were essential for implementation Internal guidelines, information events, webinars, national campaigns and structured transition programmes supported the preparation phase. The KEHA Centre provided legal guidance, digital tools, performance monitoring and competence development to help municipalities assume new responsibilities. • Time, trust and careful sequencing are key lessons Early implementation highlighted the importance of realistic timelines, thorough planning and strong cooperation across all levels of the PES. Undertaking IT and service reform simultaneously increased complexity, reinforcing the value of phased and well-coordinated change. Further information: If you have any comments about this episode or would like to suggest future topics, write to: EMPL-PES-SECRETARIAT@ec.europa.eu. Get the latest updates from the PES Network. Get the PES Network’s latest news, events and publications on its priority topics for 2025-2026. Sign up to receive the PES Network newsletter! You can also follow the latest developments from PES Network members in the PES Network LinkedIn group. Click here to join.

The latest episode of PESPod – the podcast of the European Network of Public Employment Services (PES Network) – explores how Public Employment Services (PES) can promote fair and ethical recruitment of workers from outside the European Union. With skill shortages growing across Europe and many employers turning to third-country nationals (TCNs) to fill vacancies, this episode focuses on how PES can support recruitment that is transparent, rights-based and beneficial for both workers and employers. In this episode, host David Poyser is joined by Regina Konle-Seidl, Senior Researcher at the Institute for Employment Research (IAB) in Nuremberg, Germany, and Metka Barbo Škerbinc, Director-General of the Employment Service of Slovenia. Together, they discuss how Public Employment Services (PES) can strengthen their role as trusted intermediaries in international recruitment, working with employers, social partners and public authorities to prevent exploitation and ensure fair treatment of migrant workers. Regina and Metka also share insights from the PES Network Thematic Review Workshop on fair recruitment of third country nationals held in Ljubljana, Slovenia, in June 2025, as well as examples from various PES on how they promote fair recruitment. The episode also explores how Slovenia is applying this in practice, from validating employment contracts before work permits are issued, to organising ‘Living and Working in Slovenia’ events in nearby countries such as Bosnia and Herzegovina, North Macedonia and Serbia. Key topics discussed include: • The growing importance of fair recruitment: With skill shortages across Europe, PES are taking a more active role in ensuring ethical international recruitment. • PES as trusted intermediaries: From assessing working conditions to coordinating with labour inspectorates, PES can help guarantee fairness throughout the recruitment process. • Innovative practices from Slovenia: Bilateral cooperation with neighbouring countries and information events abroad are helping protect workers from misinformation or exploitation whilst providing comprehensive information on living conditions, rights and obligations under Slovenian legislation. • Future opportunities: How the EU Talent Pool could provide a transparent platform for international recruitment, making it easier for employers to connect with jobseekers in third countries while promoting fair working conditions. Further information: Get the PES Network’s latest news, events and publications on its priority topics for 2025-2026. Sign up (https://ec.europa.eu/newsroom/empl/user-subscriptions/3294/create ) to receive the PES Network newsletter! You can also follow the latest developments from PES Network members in the PES Network LinkedIn group. Click here (https://www.linkedin.com/groups/13050888/ ) to join.

The latest episode of PESPod – the podcast of the European Network of Public Employment Services (PES Network) - explores the impact and transformative potential of artificial intelligence (AI) on PES. In this episode, host David Poyser is joined by two guests to discuss how PES can utilise AI to enhance service delivery, improve operational efficiency, and discuss key learnings and best practices that PES can adopt when designing and implementing AI. Joining him is Dr Willem Pieterson, author of the recently published PES Network Report ‘Opportunities of AI within PES processes and services’ exploring how these technologies can enhance service delivery, improve operational efficiency, and ultimately better serve jobseekers and employers. Willem provides an overview of the current state of AI adoption within PES before discussing trends such as agentic AI (systems capable of autonomous decision-making and actions). The second guest is Andreas Henningsson, Senior Strategist and Product Area Manager for AI and Data at Arbetsförmedlingen (the Swedish PES). Andreas shares how Sweden is innovatively using AI to match jobseekers with an expanded range of vacancies they might not have previously considered, by identifying transferable skills with hard and soft competencies. For example, this method could allow a data scientist to be matched to other roles in sales, education and other sectors.

The latest episode of PESPod – the podcast of the European Network of Public Employment Services (PES Network) – shines a light on the strides being made in Regional Work Centres across the Netherlands. Maarten Camps, Chair of the Board at UWV, the Social Security and Public Employment Agency of the Netherlands, shares how these new hubs could strengthen the labour market in the Netherlands. In the episode, Mr Camps delves into the efforts made by UWV to enhance collaboration between municipalities, private partners, and other key stakeholders in the labour market. While the country’s unemployment rate is at a historic low of 3.7%, there is still room to expand job participation. Regional Work Centres can play a central role by offering support to those facing challenges related to disabilities, age, or inadequate skills.

PES Network at 10 years: reflections and looking to the future with Network Chairs past and present.

How behavioural science can help PES help their clients.In episode 13 of PESPod, host David Poyser speaks to Mike Keesman from the Dutch PES (UWV) and Anne-Greet Keizer, Research Fellow at the Netherlands Scientific Council for Government Policy (WRR) on how a WRR report on behavioural science has helped to improve PES performance.Anne-Greet Keizer explains how the WRR’s research highlighted the importance of understanding the “difference between what people are expected to do and what they are actually capable of.” This is not an issue of motivation or willingness, nor just a concern for vulnerable groups - anyone can find themselves unable to take appropriate action in their best interests at different moments.The topic is particularly relevant for PES since the modern labour market “makes heavy demands on people’s self-reliance” to manage increasingly complex career paths. Furthermore, people are often in contact with PES at distressing times, such as when they have lost their job.Hear from Mike Keesman about how this report helped the Dutch PES to understand that “wrong decisions or passivity are not necessarily a sign of unwillingness”. They also gave the PES a new “language to really talk about how to improve our services” and communicate with service users.How inspirational has the Dutch PES found behavioural science? More than half of all its counsellors have engaged in voluntary training on the concept. Results include improved client attendance at appointments and more people applying for jobs with better hiring prospects.Listen to this episode to find out more about the Dutch PES experience with behavioural science and how the concept can also be applied to redesigning policies and laws.If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

Lessons from Latvia. In the latest episode of PESPod, we talk to Evita Simsone, head of the Latvian PES (NVA), and HR expert Pārsla Baško about their recent efforts to understand and meet the needs of the future labour market in Latvia. Digital skills, graduate training and employment of recent arrivals from the conflict in Ukraine are some of the key topics discussed. Learn about the findings of the Latvian Future of Jobs Conference 2022 on “Trends That Will Shape the Work of Tomorrow”. A key takeaway for Evita Simsone was the importance of personal autonomy. “We all must be motivated, flexible and passionate with new skills. Learning has become a part of our daily life.” In this context, check out expert Pārsla Baško’s views on the value of online learning platforms and the importance of “blended learning where you have to mix and match different learning methods together”. Find out also how employers’ surveys in Latvia have revealed a mix picture. Evita Simsone highlights concerns that “not enough employers focus on upskilling their employees now,” particularly amongst small and medium-sized enterprises (SMEs). Hear also her views on which sector is performing best – and which not so well - at providing training programmes for their workers. Underpinning all these reflections is the challenge of accurate labour market forecasting. Both guests highlight that it is impossible to predict exactly what jobs will look like in the future. Meanwhile, whilst the need for digital skills is well known, it is hard to keep up with the pace of digital change. In this context, hear the views of both speakers on the value of developing transferable ‘soft’ skills in areas such as communication, autonomy and leadership.If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

PESPod episode 19 shares Network plans and priorities for 2024 and beyondThe latest PESPod episode #19 features the Chair of the PES Network, Caroline Mancel, discussing her background and what hopes and ambitions she has for the Network. Mancel, who assumed the role of PES Network Chair in July 2023, while continuing her role as Deputy Director General of Brussels-based PES Actiris, provides valuable insights into her journey, challenges faced by the European labour market, and next steps on her agenda. Mancel's background in international relations as well as her passion for fostering collaboration and making tangible progress shine through as she discusses the challenges facing the current labour market, such as skills shortages and mismatches, and the importance of addressing them: "We are really facing skills and labour shortages in the labour market, and we have started mapping how PES are measuring shortages across the EU. That's the first step to take, and now we're discussing a possible common approach…For all these challenges, we are really trying to embrace them in a very holistic way." She also acknowledges the European Year of Skills as a positive initiative by the European Commission during the podcast episode, saying that she believes the Year of Skills offers an opportunity to prioritise skills development. Not to be missed, the PES Network has contributed to the discourse with a paper on the European Year of Skills. Emphasising the importance of supporting the shift to green jobs, Mancel discussed the PES Network paper on support to greening the labour market. The paper explores how PES are adapting to the green labour market by mitigating its impact, supporting green industries, and addressing skill needs through various approaches, including partnerships and incentives. Mancel also emphasises the significance of European solidarity, mutual trust among PES members, and fostering concrete partnerships with stakeholders. Her commitment to creating a culture of value and importance within the PES Network highlights her leadership approach, promising a positive impact on employment services in Europe as they navigate the evolving labour market. With a focus on addressing labour market challenges, fostering partnerships, and promoting lifelong learning, Mancel shares that she aims to enhance the effectiveness of European Public Employment Services and benefit job seekers and employers alike. Download and listen to the 19th episode of PESPod wherever you listen to your podcasts including here. If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

The Greek PES Changemaker Reflects on Challenges and Opportunities in the Labour Market The latest PESPod episode explores persistent challenges faced by PES in Europe, including skills shortages and the transformative impact of the European Year of Skills, as well as how Greece is tackling the skills challenge and fostering a fair and inclusive labour market. Spiros Protopsaltis, Chairman of the Board of Directors of the Greek Public Employment Service (DYPA), provides insights and navigates through critical issues, offering solutions and discussing promising strategic initiatives. Spiros Protopsaltis underscored the transformative impact of the European Year of Skills, which runs until May 2024. He noted a surge in awareness and stresses the need for substantial investments in upskilling and reskilling programmes throughout Europe. According to him, there is an urgent need to bridge existing gaps and prepare the workforce for the demands of a rapidly changing job market. He emphasised the positive impact of the European Year of Skills in Greece, which, coupled with significant resources from the ESF and the Recovery and Resilience Facility, has allowed Greece to undertake large-scale initiatives. These include the modernisation of vocational schools and a record-breaking upskilling and reskilling programme for the unemployed. Protopsaltis points to a success story in Greece in upskilling on digital and green skills, noting this requires investment. “In one year, 220,000 unemployed persons have been trained and certified in digital or green skills. It's a massive programme funded with a billion EUR from the recovery, and it has become our flagship initiative during this past year,” he said. Protopsaltis also discussed Greece’s efforts in addressing a skills mismatch through a strategic emphasis on vocational education. He underscores the importance of aligning educational curricula with the dynamic needs of the job market to ensure a more harmonious integration of skilled people in the workforce. DYPA faces challenges as it navigates the complexities of digitalisation, impending workforce retirements, and the need to adapt to unpredictable external shocks. Protopsaltis highlights the importance of modernising PES systems to effectively address these challenges. In the podcast, Protopsaltis advocated for the enhancement of equal opportunities as a priority in workforce development. In order to achieve this, he stressed the need to provide broader access and increased mobility to address restrictions on career pathways. Protopsaltis’s insights highlight the importance of adaptability, strategic investments, and training for the PES Network. He underlined the need for attitudinal changes towards vocational education and training to address skill mismatches effectively in order to meet the labour market demands of the future. If you have any comments about this episode of PESPod or relevant topics for future episodes, write to us at: EMPL-PES-SECRETARIAT@ec.europa.eu.

In this very first edition of the PES Podcast, the Austrian PES Managing Director Johannes Kopf, current chair of the PES Network, reflects on 2020, the most challenging in the PES Network’s history. How did the pandemic effect the work of European PES? How did they react to the developments in their labour markets and what lessons can be learned from this crisis? Find the answers to these questions - and a lot more - in the first PES Podcast! We would love feedback from our listeners! Let us know your comments and suggestions: EMPL-PES-SECRETARIAT@ec.europa.eu

There are many lessons for PES to learn from the pandemic. Digital skills have improved as PES staff across Europe learnt to work from home; the reputation of many PES has improved with jobseekers and employers; rapid coordination with governments was essential to establish crisis management, so across Europe PES can build on this. PESPod was lucky enough to be able to speak to Maarten Camps, Head of the Dutch PES, and how he worked from home on a Sunday afternoon with the government Minister devising a scheme that within a few days helped millions of people newly unemployed as a result of Covid. Once again, Johannes Kopf, Head of the Austrian PES and the PES Network, was able to draw lessons from different experiences across the PES Network. He believes the nature of the PES office will change after the pandemic, it will be more a place where you can have meetings (with no pets or children running across the back of screens!) while staff continue to work from home a few days a week. We would love feedback from our listeners! Let us know your comments and suggestions:EMPL-PES-SECRETARIAT@ec.europa.eu

The strength of the PES network is the way all the different Public Employment Services can learn from each other. Luxembourg, for example, may be one of the smallest countries in the EU but many countries have learnt a lot from its “Future Skills Initiative” where the PES has worked with many employers to retrain employees for future jobs, particularly jobs resulting from digitalisation. This has not been easy as every employer has said for many years that digitalisation is changing the jobs market, but they have not been clear how this will happen. In this episode, Isabelle Schlesser, Head of the Luxembourg PES, talks about how, for example, ‘pizza deliverers’ have retrained and learnt computer coding on a three month PES-sponsored course, but perhaps more importantly how the Luxembourg PES has worked with employers on strategic planning for jobs in the coming years.If you want to find out more about the Luxembourg PES’s ‘Future Skills’ programme and the Youth eAcademy, including some of the case histories referred to on this episode, you can go to this description in English on their website https://adem.public.lu/en/employeurs/futureskills/services-skillsbridge-adem.htmlWe would love feedback from our listeners! Let us know your comments and suggestions:EMPL-PES-SECRETARIAT@ec.europa.eu

The PES Network has had a very successful bench-learning programme for many years now. This episode has general lessons gained for all PES, from two experts who have travelled all over Europe listening to different PES, writing up reports on how they could benefit from the experience of other PES. The lessons learnt come not simply from discussing strategies with the Head Offices, but also from the employment counsellors working ‘at the coalface’ in the regional offices. Erik Oftedal is a sociologist giving strategic advice to the Head of the Norwegian PES. As part of his learning from the PES network, he mentions how talking to younger staff, the future PES managers, is useful in offering advice on change to the top management. Renata Haublein is now part of the senior management in Europe’s largest PES, the BA in Germany. Previously, Renata was based at the European Commission in Brussels for 18 months as Project Leader for PES Benchlearning making 18 trips to different PES all over Europe. Renata talks about how every PES, however large or small or different from the rest, has something to offer the PES network as a whole.We would love feedback from our listeners! Let us know your comments and suggestions:EMPL-PES-SECRETARIAT@ec.europa.eu

The PES Network has benefited from different experience all over the EU. Before returning to his native Greece, Dr. Spiros Protopsaltis spent 24 years in the US as a Professor and adviser to a US Senator working with the Obama administration before coming back to serve Greece as Head of its PES Network. Greece famously suffers from higher unemployment levels than the EU average, but when Covid hit, Spiros describes how they used the crisis to rapidly speed up digitalisation in the Greek PES rather than postpone it. The result was successful, and the Greek PES is now leading the way in working with leading US technology companies such as Google, Coursera Amazon, Cisco and Microsoft, planning training and providing the Greece-based employees the US multinationals are seeking. The Greek PES was at the centre of social cohesion during the traumatic years of the pandemic. We would love feedback from our listeners! Let us know your comments and suggestions:EMPL-PES-SECRETARIAT@ec.europa.eu

Though Actiris is a very small PES (it is only responsible for one town - Brussels), many PES observers feel that it has made great strides forward in 'participative management' (a less hierarchical approach to management). One of the Leaders of this approach is Caroline Mancel, their interim Director General, who talks about the process of adopting participative management at in a PES in this podcast.The book recommended by Caroline in the interview is 'Reinventing Organisations' by Frédéric Laloux (its full title is Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness Laloux, published in 2014) - also available in French.The Participative Management techniques she describes in Actiris are quite specialist, with up to seven different formal management responses to a decision. Belgium is a federal state with three separate autonomous PES, one for the French-speaking area, one for the Flemish/Dutch-speaking area, and Actiris in Brussels which for the bi-lingual capital of Belgium.If you would like to know more about Actiris, this is their website https://www.actiris.brussels/en/citizens/ (as you would expect in Brussels, it is also in Dutch and French). We would love feedback from our listeners! Let us know your comments and suggestions:EMPL-PES-SECRETARIAT@ec.europa.eu

The Lithuanian PES becoming one.In 2010 the Lithuanian PES were 46 separate organisations, and they merged to become to 11 separate organisations. In 2018, they took a bolder step when those eleven organisations all unified to become just one body. This wasn’t just an 'administrative change'. The number of purely admin jobs massively decreased and in just two years the Lithuanian PES achieved a remarkable increase of 30% in the number of staff who talk to clients. Inga Balnanosiene, Head of the Lithuanian PES, talks about how this was achieved.We would love feedback from our listeners! Let us know your comments and suggestions:EMPL-PES-SECRETARIAT@ec.europa.eu

On Digitalization, a greener economy and the future after COVID.In Episode 8 of PESPod, European Commissioner Nicolas Schmit reflects on the “huge challenges” facing Europe’s labour markets, and the important roles that the PES Network and PES have to play in responding to labour market crises and managing transitions. Commissioner Schmit shares his recollections of the unfolding drama of the Covid crisis and the EU’s efforts to find the right solutions. “The SURE measure was really put into place in a very short period. I’m very glad that we managed this. Millions of jobs could be saved.” He recognises the valuable contribution of PES and the PES Network to better managing this crisis. The Commissioner also talks about how skills are now “the key element of all active labour market policies” - particularly around the urgent digital and green transitions. “People have to get the right skills. But they should not be left alone to do that. Here, PES are an important player,” he says. Later on in the podcast, he shares the key lessons he believes Europe can take from the pandemic. He highlights the value of “strong social frameworks and institutions” when reacting quickly in a crisis, giving people basic security and supporting their ability to maintain their income. He emphasises the role of social partners, well-managed immigration and the strength of the EU recovery. “Leaving people outside, leaving people behind is really something we cannot afford,” he says.If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

How collecting data helps people to find jobs.In episode 9 of PESPod, Federico Muniz, Deputy General Director of Statistics and Information and Maria-Jose Arias, Head of Guidance and International Programmes at SEPE, the Spanish PES inspire us with the story of how they developed Send@ – their new data management system aimed at helping jobseekers to find the right jobs or training opportunities for them. Hear the story of how Send@ emerged following a recommendation of the PES Network around three years ago and a process of “getting inspiration from different tools and situations”. Already at this relatively early stage, the system has allowed 500 counsellors to let 30,000 clients know what has been found to work best for similar profiles of clients in similar situations. There is no compulsion to follow the data, just better informed advice. Find out how close exchanges with all 17 regional PES in Spain and the different types of experience and sectoral expertise they bring were crucial to the development of the tool: “No one is as clever as all together!” Listen also to find out more about the plans of the Spanish PES to expand use of this tool across their approximately 12 million annual client interactions and how artificial intelligence tools are being used to monitor job vacancies posted online. Finally, hear why the creation of such a system may not be as expensive as you might think…If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

How the Swedish PES won an award for its work finding domestic abuseHow Arbetsformedlingen, the Swedish PES, trains its front-line staff to look for symptoms of domestic abuse in an online one-hour training session.When the Swedish PES started this simple scheme to train its frontline staff to look for abuse among their job-seeking clients, they were amazed to find that their own frontline staff also came forward as victims of abuse themselves.If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

One country's positive experience of bench learning assessments with the PES NetworkIn episode 11 of PESPod, host David Poyser speaks to three representatives from the French PES (Pole Emploi) about their valuable recent experiences of undergoing a peer assessment under the benchlearning methodology of the PES Network. Hear Deputy Director-General, Paul Bazin, explain how “enriching” the peer assessment was overall: “At Pole Emploi performance is our daily work… to be sure that we deliver the right services to the right people at the right time.” In this context, “We welcome with great interest the advice and recommendations coming from the outside.” Isabelle Charelle of the PES office in Bourg-en-Bresse provides a local perspective, talking about how the assessment looked into the reality of service delivery on the ground. This included questions about “how we deal with recruitment difficulties in jobs with shortages… and how we manage relations with our partners”. Meanwhile, Director of International Relations, Florence Dumontier, highlights the positive impact of the process: “The assessors’ very good knowledge of our documents and the quality of the exchanges were and will be useful to us in the long run in several aspects…. We are [now] planning a meeting with two countries that are recommended to share their best practices. It’s a good step for us.” What is Pole Emploi’s key recommendation to other PES undertaking a peer assessment? “One word: preparation”. Listen out also for reflections on how the peer assessment took account of changes made in response to the Covid pandemic and the importance of sharing the lessons with all staff.If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

A Europe-wide academic expert chats with a national expert about overcoming labour shortageIn episode 12 of PESPod, host David Poyser speaks to Deputy Director Haakon Hertzberg from the Norwegian PES (NAV) about their latest practices and Tina Weber of Eurofound about their latest research in tackling labour and skills shortages – the topic of the recent PES Network Stakeholder Conference 2022. Haakon Hertzberg tells us about the success the Norwegian PES has had working closely with young people not in employment, education or training (NEETs) in Norway – through both supported employment and working with partners in the mental-healthcare system. Listen out for his views on the dangers of allocating insufficient resources to such efforts. Hear also Tina Weber’s assessment of which policy measures have worked for addressing specific labour shortages in different countries. Listen out, for example, for the contrasting steps taken to address a shortage of doctors and nurses in the healthcare system in Romania and to address a shortage of skilled and unskilled labour in the construction sector in Ireland. Other issues discussed by Haakon and Tina include: the critical importance of working with employers and educational establishments; the value of work placements; the potential of data mining for identifying future skills needs; understanding what emerging ‘green skills’ might be in practice; the need to revalorise vocational training opportunities; how to monitor long-term impact of active labour market policy measures and whether there really has been a ‘great resignation’ in Europe as a result of COVID-19.If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

Why a diverse workforce makes your company better.In the latest episode of PESPod hear how an employer and a PES not only share a vision of the importance of workplace diversity, but how they have worked together to put this into practice. We are delighted that for the first time since its launch, this episode of PESPod welcomes an employer as a guest. Listen to Bjoern Storim, CEO of The Bank of New York Mellon SA/NV, explain why he believes that “diverse teams are better” and how this became a key part of the bank’s vision for itself. Hear also why Caroline Mancel, deputy CEO of the Brussels Region PES, Actiris believes that “if companies are aware that they need this diverse workforce the matching will be much easier”. Beyond this shared vision, hear how Actiris has been supporting employers to develop tailor-made ‘Diversity Plans’ for their company – a total of 332 plans so far, affecting over one in eight workers in Brussels – and how these plans can have a major impact on aspects including recruitment and selection, people management and external positioning. Diversity is multi-faceted, covering differences from age to ethnicity and from gender to education levels. In this light, hear how BNY Mellon has so far worked with Actiris in developing two diversity plans: one ‘global’; and one ‘thematic’ on disability and how these have supported the company on its ‘journey’ to becoming a more diverse and inclusive employer. Listen as Caroline and Bjoern discuss the importance of taking inspiration from different industries, why the whole company – bottom-up and top-down – has to be on board and why PES need also to look at their own inclusion practices as major employers themselves. Bjoern Storim is keen to emphasise that “For us, it's important we… learn from others. And Actiris is a perfect partner for doing so.” How to make this partnership a success? It’s all about “the journey and the openness to listen,” he concludes. If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

A story of European Solidarity.In the latest episode of PESPod, Johannes Kopf, head of the Austrian PES (AMS) and chair of the PES Network, is joined by Ewa Flaszynska, Director of labour market department at the Polish PES, to reflect on the Ukraine crisis one year on. Their discussions take us from their recollections of the breaking news of the invasion to the current phenomenon of the “waiting dilemma” facing many Ukrainian refugees. Ewa Flaszynska recalls how, as thousands of refugees started crossing the border into Poland, they worked non-stop in the Ministry to organise emergency aid, but also systemic solutions. “We prepared a new Law. Firstly, we opened our labour market for these people”. This was accompanied by a range of targeted support measures including hotlines for refugees and employers, adaptations to the electronic registration system and translated information. Whilst the scale of the challenge was daunting, the results of these actions have been real and important. “Now we currently have in our labour market approximately 900,000 notifications from employers that they have hired a citizen of Ukraine,” Ewa Flaszynska reports. Johannes Kopf, on behalf of the Network, reflects proudly on the work of the Polish PES as one of the most impacted neighbouring countries, as well as recounting the responses of the PES in Austria. Both guests go on to highlight the critical role of the PES Network in identifying and sharing successful approaches by PES and their partners. The PES network regular reports on latest developments. already in March 2022. According to the November 2022 survey, PES across Europe have responded rapidly to the inflow of displaced people from Ukraine. Listen also to hear how the Network has played a range of other valuable roles, including as a source of solidarity between PES, in advising the political authorities - including the European Commission - and through discussions and exchanges with the PES in Ukraine itself. Finally, Johannes and Ewa reflect on the current situation and evolving challenges, highlighting two trends in particular based around tensions between short and long-term thinking. One involves the negative side of people spending a long time in jobs below their qualification levels. The other is the phenomenon of the “waiting dilemma” whereby individuals continue to turn down jobs or training to remain consistent with their hopes of returning home as soon as possible. As Johannes Kopf concludes: “The topic is not over yet. I think we made a quite good job all over Europe. [But] I think there's absolutely need to co-operate between our countries and also to keep open the contact with our Ukrainian colleagues.”If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

Interview with Lukasz Sienkiewicz. In the latest episode of PESPod, host David Poyser talks with Łukasz Sienkiewicz, lead author of the November 2022 PES Network survey-based report on PES staff management – challenges in the ‘new normal'. Łukasz Sienkiewicz starts by highlighting the short-term changes caused by Covid-19 in terms of “the re allocation of staff towards the services that were needed the most”, but also the significant longer-term changes being seen in a context of “more digitalisation, of course, and automation, but moving to a blended delivery of services” which are part online and part on-site. He identified a key trend as being the need to provide training and onboarding for both staff and management with regards to these new ways of working. PES have also needed to place an increased focus on measures to promote both the physical and mental health of employees in contexts of remote and hybrid working environments. Looking beyond the messages of the survey report, Łukasz presents his wider knowledge and experience with good practice PES measures. Hear about how the Dutch PES (UWV) has been moving from a ‘task-based’ model to a skills-based taxonomy and use of artificial intelligence (AI) to support improved job matching between jobseekers and employers. Such models can also provide “a good basis on which [to establish] training or retraining measures” building on people’s existing skills. This is increasingly important in a context of “emerging skills requirements relating to the digital transformation and the greening of the economy”. Finally, hear Łukasz’s views on why having a “meaningful job”, “support from your direct manager” and “trust” between an employee and employee are more important than ever in a context of hybrid work.If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

Listen to the latest episode of PESPod to hear from Kristina Fleischer from the Croatian PES (HZZ) and Bernd Becking from the PES Network Secretariat in the European Commission as they share their views based on nearly 50 peer PES assessments between them in the past seven years. Learn about how the heart of the benchlearning assessments is a PES Excellence Model comprised of 31 performance enablers that makes it possible to identify strengths and weaknesses for all PES, regardless of their size and level of maturity. As Kristina Fleischer highlights: “Each of our employment services is good in one field… some smaller employment services put a lot of effort in some section of their operations and they're very, very developed.” This means that every PES has something to share, and every PES has something to learn. Hear just how much PES appreciate the recommendations provided by each assessment visit, which not only identify areas where the PES has room for improvement, but also which PES they can look to for inspiration – all feeding into future mutual learning activities. A crucial principle of the assessment exercise for Bernd Becking is that “it is not an examination; it's not an audit. It's a well-intended peer-to-peer approach and this is really the beauty about the entire exercise.” He also shares his views and recollections on the hard work, camaraderie and commitment shown by the groups of assessors during each visit. Listen to the episode to discover more about how the peer PES assessments are organised in practice, including how they cover all aspects of PES operations from the Heads of PES to frontline local offices. Hear also how they incorporate a crucial self-assessment phase and how they deal with the wide diversity of governance models amongst PES, including highly decentralised models. Finally, discover how the regular benchmarking assessments not only enable PES to compare themselves with their peers, but also track their own progress over time and about how the next cycle of assessments starting in 2024 will seek to encourage a greening of the process. Download this episode wherever you listen to your podcasts or listen online. For more information on the main outcomes of the 3rd benchlearning cycle 2020-2023, see our recent news story: PES Network’s latest ‘Benchlearning’ cycle: a success story of European solidarity. If you want to contact us with ideas for interviewees, or questions you would like movers and shakers in the EU employment world to tell you about then just email us: EMPL-PES-SECRETARIAT@ec.europa.eu

Ms Balnanosienė's journey into the realm of employment services is not just a career choice but a legacy linked to her family history. Reflecting on her roots, she fondly recalls her grandparents, whose dedication to public service instilled in her a passion for helping others and contributing to her country. As she puts it, "New challenges are a great opportunity also for me as a person to grow every day.”Celebrating its 10th anniversary this year, the PES Network has developed an environment for knowledge-sharing and mutual support. Ms Balnanosienė commends the willingness of colleagues to share experiences and innovations, a sentiment echoed in her own commitment to the PES Network.A pivotal aspect of the conversation revolves around the future of employment services amidst the twin green and digital transitions. Ms Balnanosienė outlines the importance of adapting to evolving skill demands. For instance, Lithuania has introduced an initiative to launch regional career centres aimed at guiding individuals toward occupations aligned with future needs. Furthermore, she sheds light on the integration of artificial intelligence, with projects like the statistical profiling system and the introduction of PES’s digital colleague "Emma," which stands for Empathetic, Polite and Responsible in Lithuanian.Ms Balnanosienė's leadership extends beyond her role as the First Vice Chair, as she spearheads the PES Network's Communications Working Group, a shared learning format where members come together to develop ways for the PES Network to improve its communication activities and for PES to share what they are doing to reach out to citizens.Wrapping up, Ms Balnanosienė extends a message of unity and visibility for the PES Network, positioning it as a source of cooperation and advancement in the European employment landscape.If you have any comments about this episode of PESPod or relevant topics for future episodes, write to: EMPL-PES-SECRETARIAT@ec.europa.eu.