EU Affairs Career & Job Market Survey 2026

As the European employment landscape continues to evolve, driven by shifting economic priorities, digital integration, and growing competition for talent, understanding candidate expectations has become essential for employers seeking to attract and retain top professionals.

To capture these dynamics, Euractiv Jobs conducted a Career and Job Market Survey between 29 January 2026 and 20 May 2026 gathering responses from 160 job seekers operating within or targeting the Brussels ecosystem.

Below are the formalized, numerical results of the survey. All data points, metrics, and breakdowns are derived directly from the official dataset.

1. Candidate Demographics & Educational Background

The survey data highlights a mature and exceptionally well-qualified talent pool. The vast majority of respondents hold advanced degrees and extensive relevant experience, indicating a highly qualified and seasoned workforce with strong career progression ambitions.

Age Distribution

• 35+ years old: 45%
• 25–34 years old: 41%
• 18–24 years old: 13%

Highest Level of Education Achieved

• Master’s Degree: 64%
• Bachelor’s Degree: 11%
• Doctorate (PhD): 7%
• Secondary School / Professional Certifications: 18%

Prior Professional Experience

• Experienced Professionals (Yes): 96%
• No Prior Experience (No): 4%

2. Desired Sectors & Job Search Behavior

Job seekers are primarily oriented toward public service, law, media, and politics, with additional representation across science, research, education, and business-related fields. Overall, access to opportunities is largely perceived as constrained, driven mainly by limited job availability and lack of experience. Accordingly, job search activities are predominantly focused on professional networking platforms and specialised job boards.

Desired field of Work

• Public Service, Law, Media & Politics: 60%
• Science, Research & Environment: 11%
• Education & Training: 7%
• Business, Finance & Consulting: 7%
• Other (Trades, Logistics, Engineering, Hospitality):15%

Accessibility of opportunities in the desired field

• Difficult: 1.3%
• Very difficult:47.5%
• Somewhat easy: 20.6%
• Very easy: 1.3%

Perceived barriers to entry in accessing jobs in the desired field

• Limited job opportunities: 40.4%
• Lack of experience:17.1%
• Job location: 13.5%
• Financial constraints: 10.2%
• Other: 12.7%

Preferred Job Search Channels (Multi-Select)

• Professional Networking Platforms (e.g., LinkedIn): 87.4%
• Specialized and Niche Job Boards: 82.4%
• Personal and Professional Networks (Alumni, Referrals): 44.7%
• University Career Services & Job Fairs: 26.4%

3. The Integration of AI in the Application Process

Artificial intelligence has moved from an emerging concept to an integrated component of the modern job search workflow. A substantial 74% of candidates are either already utilizing AI or are completely open to integrating it into their processes.

Sentiment Towards AI Usage

• Comfortable and Active Users: 42% (Already integrate AI regularly into workflows)
• Open-Minded Adopters: 32% (Utilize AI where it can clearly improve job search efficiency)
• Curious but Unsure: 12% (Interested but lack technical familiarity or clear guidelines)
• Sceptical/Non-Users: 14% (Prefer traditional, completely manual application methods)

Primary Applications of AI Tools

• Cover Letter Optimization & Drafting: 42%
• CV/Resume Refining & Structural Formatting: 22%
• Interview Preparation & Generative Mock Scenarios: 13%
• Company Research: 10%
• Role Fit Assessment: 7%
• Non-Users: 6%

4. Financial Expectations & Compensation Ranges

Salary expectations correlate strongly with the advanced educational backgrounds and maturity levels of the target survey group.

• €40,000+: 36% (Predominantly driven by the 35+ demographic and PhD holders)
• €30,000–€40,000: 25%
• €20,000–€30,000: 31% (Predominantly matching entry-level ranges for younger candidates)
• Under €20,000: 8%