Luxembourg has never had so many resident (251,000) and cross-border (220,000) employees, and the country continues to create jobs in spades. Employers are looking for distinctive talents in a thriving job market, and certain profiles are in high demand.
This is confirmed by jobs.lu, one of the main online recruitment platforms on the Luxembourgish market, which recently conducted a survey on recruitment practices among 950 of its users. The survey included questions about the recruiter solicitations they receive and their expectations.
The survey reveals that 41% of employees in Luxembourg “are occasionally offered a new job opportunity” and that almost one in four employees (23% to be exact) “stated that they receive them several times a week. 18% said they have never been contacted. 6% are contacted once a week, whereas 12% are contacted once a month.”
“We operate in a particularly tight job market,” explains Arthur Meulman, managing director of jobs.lu.
It is currently “extremely difficult to find applicants with the right skills” for certain professions, and recruitment pressure is weighing on “specific profiles that are particularly in demand.”
Meulman believes that the fact that so many employees are regularly offered new opportunities “reveals the dynamics of the market. If an employee wants to leave, there is a real chance that they will find opportunities to do so.”
The jobs.lu survey also looked at workers’ attitudes on the job opportunities that were offered to them. According to the survey, 82% of respondents “only apply for jobs they really want.”
Those that apply for several jobs at the same time do it for a variety of reasons. “Six out of ten said they do so to compare the salaries offered to them. 38% do so to ‘gain negotiating leverage’.” And 23% do it solely to assess their own marketability.
There is no doubt that “salary remains the most important factor considered by candidates during the recruitment process. 83% of respondents say they pay attention to this factor. It is followed by company culture (61%), diversity and inclusion (43%), and sustainability (31%).”
The survey also shows that one in four candidates have abandoned a recruitment process without giving an explanation. A quarter of people say they had found another job in the meantime. Another quarter gave up because the recruitment procedure was either too long and complex or not well-organised enough. 17% abandoned the process because the salary was not disclosed.
