The UK’s labor market changed drastically after the UK retreated from the European Union. The end of free movement between the UK and the EU means new immigration rules affecting the ways UK companies employ skilled labor. On 1 January 2021, EU, EEA, and Swiss workers will need a visa to work and live in the UK just like other non-UK nationals. This shift has meant that hiring has been difficult for UK companies, but also a chance for early adopters to retool their approach.
Here are some ways in which UK businesses can secure skilled labor post-Brexit:
1. Apply for a Sponsor Licence
Don’t put off getting a sponsor license until your business is prepared to do so. Your company could take on non-UK workers from the EU with a sponsor license if you did not have enough good candidates in the UK to fill the position. It is the first requirement to recruit workers from the global talent market.
2. Team up with Recruitment Companies or Professionals.
After Brexit, you may be short on qualified workers, which is why working with a recruitment agency or headhunter will enable you to recruit from abroad. These agencies can place you in contact with world-class talent who can do the work for your company that UK workers won’t.
3. New Generation of Experts to Top Sectors.
Certain areas of UK industry have seen fewer young people going into those fields (engineering, aerospace, manufacturing, etc). And with Brexit and the reduction in skilled labor, it might become more of a problem.
: You could try providing apprenticeships or work-based learning to combat this. These can give young people skills they can apply to their lives and give them income and experience, without the need for years of schooling. This focus on these sectors will fill the skills deficit due to Brexit and attract new talent.
4. Diversify Your Workforce
Diverse team members give a different angle to your business. Now you should look again at who gets to be a part of your company. There have been recruitment models in the UK that were too rigid and missed out on bright people. For instance, there is a low number of women and minorities in technical professions (less than 10% of women working in those fields).
If you diversify your recruiting strategy, you’ll be able to access this potential talent pool and hire skilled workers from groups underrepresented in the workforce. Adding variety to your hiring process can equip you with the right individuals to create innovation and business success.
5. Focus on Employee Retention
Talent is a thing but so is keeping the talent you have. Retention is essential for retaining employees. Employers that provide a healthy wage, benefits package, and an attractive working environment will make your employees stay with your business.
Check your benefits package regularly and make sure they are in a place where they appeal to your current staff. The productive employees who are satisfied and enthusiastic are also more likely to stick with your company.
The UK companies will have to find different ways to make hires after Brexit to remain in the talent market of the world. Applying for a sponsor license, hiring talent from recruitment agencies, hiring young talent, diversifying your workforce, and maintaining a strong team will help you get your business going. Law and Visas will walk you through the new immigration laws so that you can get back into the job market post-Brexit.
