Postage-stamp-sized Luxembourg is known for its banking sector, low tax regime and fairy-tale castles. Besides the city, it is magical outside with steep hills and lush wooded valleys are ideal for a walk before lunch in a rustic tavern beside a turreted manor house. Almost half the country's resident population are foreigners. Even more people commute to work daily in Luxembourg from the other side of its borders.
The job market has grown rapidly in recent years - up 30 % from 2004 to 2012 with growth in the business and financial services health and social services, construction, transport and communication. There is also still recruitment potential in construction, hotels and restaurants, business services, industry, wholesale and retail trade, transport and health, and social services.
Job vacancies are posted on bulletin boards in the Luxembourgish public employment service, in Saturday editions of national newspapers, on websites of private employment organisations and on the websites of recruitment organisations and large companies. See the EURES portal's Links page for useful web addresses in Luxembourg.
Spontaneous applications are very common in Luxembourg, especially among young graduates and for people applying to work in large companies. Do not hesitate to apply in this way and get yourself noticed by a company. Your application will probably be stored in a database.Taking into account that Luxembourg is at the centre of Europe and has three official languages (French, German and Luxembourgish), many job adverts insist that candidates speak different languages. And since companies in Luxembourg also have activities and cooperate with other companies all over Europe, knowledge of extra languages such as Dutch, English, Italian, Portuguese or Spanish is indispensable or at least very much appreciated. It is essential to be bilingual, including in at least one of the country's official languages, if you want to find a job here
No, it is not widely used. For employers, the Europass format contains too much information and is too long.
Your CV should be no longer than two pages, and should list your education, training courses and work experience, language skills, computer skills and fields of interest.
There is no typical interview structure; it depends on the job and firm (size and sector of activity).
That said, it is quite possible that the person who is in charge of the interview will ask you some tricky questions, especially about the reasons why you left other jobs or former employers. Make sure you prepare in advance to answer such questions. You can always try out the answers with your family or friends. They should tell you honestly if your answers are convincing.
As a rule, if you are asked about a bad experience, always try to make the best out of it. Never be negative about former employers or colleagues. Counter the bad experience by giving several examples of things that worked out well.
To make a good impression on your potential future employer, remember to show a positive attitude, keep your head up and make eye contact with the person in charge of the interview.
Financial aspects can be negotiated in some companies, but not in those where employers have agreed on a collective labour agreement for pay or where pay is determined by a pay scale.
For white-collar employees or administrative and managerial positions, pay is expressed in monthly rates. Blue-collar wages are expressed in hourly rates. Holiday pay is not standard and annual bonuses depend on the company and the sector. In some cases they are included in collective agreements.
Choose a level of pay that really rewards your abilities. It is important to persuade the employer to reward you for these abilities. You will therefore have to prove the added value that you can provide to the employer once you have been hired. It is not always necessary to name figures when asked to state the level of pay you have in mind. Inform yourself in advance about the usual remuneration in the sector or the company. The pay may consist of a mix of cash payment and non-statutory benefits.Asking people who occupy the same position in other companies or looking things up in specialist HR magazines can help you to define your negotiation standards.