On 8 October 2026, skeeled, myHR, Alleyesonme.jobs and Pixie brought together many HR professionals around an interactive HR panel in Luxembourg. Welcome drink, live polls, discussions with four speakers and a final announcement: a look back at the first part of the evening.

Long used by recruiters, Boolean search can also help candidates filter job listings and save time. A few simple operators are enough to target the positions that really match your profile, particularly on LinkedIn.

Since 15 September 2026, candidates for the Luxembourg civil service must first apply for a position before taking the general aptitude test, which can now be booked by appointment all year round. The reform comes as the State, which employs nearly 39,000 staff, struggles to fill hundreds of posts.

In Luxembourg, jobseekers aged 45 and over account for more than 40% of those registered with ADEM and often remain without a job for a long time. To find a job after 50 in Luxembourg, candidates need to showcase their experience, update their skills and know about the hiring aid that can convince an employer.

With well-being at work at its lowest level since 2014, according to the Chamber of Employees, burnout in Luxembourg is still not recognised as an occupational disease. Care, prevention, employer obligations: here are the key points for employees.

While 78% of Luxembourg companies struggle to retain their talent, many still overlook one of the simplest HR tools for understanding why employees leave. The exit interview, often reduced to an administrative formality, can become a strategic retention lever if it is properly structured.

Luxembourg recorded nearly 37,000 job vacancies declared to ADEM in 2025, a stable volume that nonetheless conceals wide disparities between sectors. These gaps map out the occupations where hiring remains a challenge for companies in the Grand Duchy.

The national Luxmobil 2025 survey, whose first results were presented on 10 September 2026, reveals a marked satisfaction gap between residents and cross-border workers regarding their commute to work. A signal that Luxembourg companies, faced with retaining their cross-border talent, can no longer afford to ignore.

Some candidates swear they landed an interview after sending their application on a Sunday evening, convinced they had gotten ahead of the competition before Monday morning. An appealing strategy on paper, but one that does not really hold up against available data on recruiters' actual behaviour.

For generations, the rule has seemed set in stone: a good CV never exceeds one page. Yet at a time when applications are read almost exclusively on screen, does this constraint still make sense, particularly in a market as international as Luxembourg's?

Faced with a listing packed with required skills, mandatory qualifications and desired years of experience, many candidates give up before even trying their luck. But is this self-censorship really justified, or does it rest on too literal a reading of job postings?

Three official languages, a workforce drawn from across Europe, tens of thousands of cross-border commuters crossing the border every day: Luxembourg has a reputation as a linguistic puzzle for anyone looking to work there. But is French really a must-have to land a job in the Grand Duchy?