European Skills, Competences, Qualifications and Occupations (ESCO) launch conference

On 23-24 October, the European Commission is organising the « ESCO goes live » conference in Brussels.

The conference will officially launch ESCO, the classification of European Skills/Competences, Qualifications and Occupations, and the ESCO Portal. It is the first time that ESCO will be publically accessible.

ESCO will serve as a common language facilitating cooperation and dialogue between education/training and labour market stakeholders. Operating in 25 European languages, ESCO offers an opportunity to further European cooperation in these policy areas. ESCO has been jointly created by European and national stakeholders and the European Commission.

Realising the full potential of ESCO requires that the classification is linked with national systems. Practical applications based on ESCO will be shown to demonstrate its value. The conference offers an opportunity to discuss the value of ESCO at national level, and to exchange ideas with colleagues from more than 30 European countries.

Bringing more women into EU digital sector would bring €9 billion annual GDP boost, EU study shows!

Getting more girls interested in a digital career and getting more women into digital jobs would benefit the digital industry, women themselves and Europe’s economy. This is the key finding of the European Commission survey on women active in the ICT sector, published on 3 October.

According to the study, there are now too few women working in the ICT sector:

  • Of 1,000 women with a Bachelors or other first degree, only 29 hold a degree in Information and Communication Technologies (ICTs) (as compared to 95 men), and only 4 in 1000 women will eventually work in the ICT sector.
  • Women leave the sector mid-career to a greater extent than men and they are under-represented in managerial and decision-making positions (even more than in other sectors).
  • Only 19.2% of ICT-sector workers have female bosses, compared to 45.2% of non-ICT workers.
If the trends were reversed and women held digital jobs as frequently as men, the European GDP could be boosted annually by around € 9 billion (1.3 times Malta’s GDP), according to the study. The ICT sector would benefit since organisations which are more inclusive of women in management achieve a 35% higher Return on Equity and 34% better total return to shareholders than other comparable organisations.

Hard skills gives you the interview, soft skills the job !

The International e-Jobs Observatory study, since many years the employment needs in the e-Jobs field. One of the most important issues of the studies is that you obtain an interview by showing your « hard » we mean technical skills, but this is not enough to get the job ! The final decision is done through the evaluation that the recruiter have about your « soft » skills, which are mainly team spirit, communication, cooperation….
In a world where most of things (competences included) are evaluated with numbers, we can notice that the so called « soft skills » have no exact tool to evaluate them and that the evaluation is always a personal evaluation of the recruiter ! nevertheless developing adequation between your personal skills and what is required in business is the only way to get a job, and of course to keep it.
An European consortium, supported by Cambridge University have developed studies and tools to support evaluation of « soft skills » and can be used by students, or job seekers, trainers and teachers and by companies managers or recruiters !
To be aware of the importance of the soft skills and to identify a way to improve them, to develop them and to SHOW them during interview or in any relation you have with recruiter is decisive in a recruitment process !
Those abilities and skills can be shown during interview, but also are a part of your numeric identity ! 90 % of recruiter, before engaging you, will type in your name in Google, Facebook, Twitter or LinkedIn ! If they do not find you, this will generate a doubt ! and reduce your chances to get the job ! if your numeric identity does not fit with what is waited by the recruiter, you will not have the job, but someone else will have it !
Show everyday what you can bring to a company and have a look on the advices and issues of the DAISS project !
Just think, in a recruitment process, what is the difference between TO TAKE A RISK and TO TAKE A CHANCE ! The difference is slight but so important !

The DAISS project and SelfAwareness issues  :