CFL has hired 293 employees in 2024

CFL (Luxembourg Railways) is actively recruiting to meet its growing staffing needs. In 2023, the company was looking for 387 new employees, of which it managed to hire 301 people. In 2024, the need was 316 vacancies and 293 people were hired. However, despite the high level of recruitment, a number of positions remain unfilled due to specific skill requirements.

Train conductors (54 vacancies), maintenance agents (39 vacancies) and engineers/technicians (25 vacancies) were the most in demand in 2024. However, the greatest difficulties were encountered in recruiting professionals for specific positions such as assistant superintendent for the northern district, logistics storekeepers for the rail infrastructure centre, project management engineers and production systems administrators. These positions require rare skills that are difficult to find on the labour market.

The difficulty in recruitment is due to a number of factors. Firstly, the railway industry requires highly specialised knowledge, which makes it difficult to find suitable candidates. For example, the position of assistant head of the northern district requires a deep understanding of railway processes, while a job in a logistics centre requires unique experience in infrastructure management. Secondly, the need for engineers and IT specialists is driven by the digitalisation and modernisation of the railway system, which leads to high competition in the labour market for such specialists.

Another challenge was internal mobility within the company, which left some positions vacant. For example, the positions of train trainers for train drivers and infrastructure management managers were not filled as some employees moved to new roles within the company. This demonstrates the need for a flexible HR policy and the creation of internal training and development programmes.

CFL is making efforts to address these issues. Vacancies left unfilled in 2023 were published again in 2024 with a plan to close them in the first half of 2025. The company is adapting its recruitment strategies to better meet labour market requirements and is actively attracting young professionals to the industry by offering attractive working conditions and career development programmes.

Thus, the labour market situation in the Luxembourg railway sector highlights the need to adapt to the new challenges and requirements of the digital economy. CFL faces competition for skilled professionals, especially in the fields of engineering and IT. To successfully fill vacancies, the company will need to continue improving working conditions and investing in staff training to remain an attractive employer in a highly competitive environment.