The Covid-19 pandemic ensured that the New Year began with a mountain of challenges for the business world. With a Brexit deal announced just before 2020 drew to a close, the eventual outcome of the United Kingdom leaving the European Union will mean permanent changes for organisations across industries, both in the UK and in the EU.
Hiring internationally will present great challenges for organisations across sectors, alongside a wealth of opportunities to access fresh talent and create new ideas and solutions.
Here are five ways that businesses around the world can continue to find the best talent and drive business growth following Brexit.
Although 25% of UK businesses currently employ European nationals, over half of British business leaders are concerned about employing an EU citizen due to potential changes in immigration laws. However, many Human Resources departments and senior teams may not be fully aware that British businesses can still access a notable section of the European workforce with little to no red tape:
Skilled workers with a job offer from an approved employer sponsor will also be able to begin a UK-based role. Under the new rules, your potential hire will need qualifications or certifications equivalent to A Levels and must be fluent in the English language. Salary requirements also apply for some roles. Businesses can find more information on the new immigration system on the UK Government’s website.
With new immigration rules and a longer time to hire, hiring managers and recruitment agencies will need to work harder to attract European talent. The right to work, the Settlement Scheme and the updates to existing legislation that are expected to follow in 2021 and 2022 will require Compliance departments to take centre stage in the hiring process, and play a key role in supporting candidate screening and selection.
In 2021, Human Resources teams, department managers and Board Directors will collaborate to adopt a longer-term talent attraction strategy that both retains existing talent pools and plans for international recruitment needs in the coming decade. Tighter regulation will encourage companies to work much more closely with their recruitment agency suppliers to build a full workforce management solution.
Whilst some European candidates may now be harder to reach, UK businesses have the chance to turn the challenge into an opportunity. Globalisation and the accelerated adoption of technology in the past year means that potential talent of all nationalities can be reached digitally, from anywhere in the world.
Innovative British businesses can stand out in the global market and reach candidates across the continent in a variety of ways:
With Brexit seeing a 95% decline in the number of EU workers travelling to the UK to live and work, retaining European nationals will be one of the main methods to taking a business forward with a workforce that includes international talent. However, with 34% of business leaders reporting challenges in retaining staff from the EU, how can companies reassure their EU staff, protect job security and continually engage their European employees?
The most popular methods for increasing employee engagement across the board include:
In addition to providing a positive overall working experience, employers can help reassure their European employees by communicating with them proactively and regularly to update them on sponsorship, visas and legal employment requirements. Sending out regular messages of support for international staff from senior leaders will facilitate an open and accepting culture across the business. Creating dedicated support groups will enable international staff members to connect with and support each other, and promoting helplines and useful resources will enable staff to navigate legal applications.
Although many staffing partners can prove valuable by saving time and resources when looking for new hires, recruitment agencies with an international focus will have developed strong networks around the world that your company can access instantly. Recruiters with a long-standing global footprint will not only have a presence in and knowledge of the local market place, but can provide advice tailored specifically for your requirements and guide you on defining and identifying the ideal candidate for your organisation.
International staffing specialists will have first-hand experience and deep understanding of:
VHR are international inside and out: our teams are former technicians and Engineers, meaning we truly understand our market, and our teams originate from all over the world, collectively speaking 15 languages.
Looking to grow your international business? Find out more about our award-winning recruitment services.
The concept of intermediaries' legislation status for national insurance and tax law is issued by HMRC. There will not b...Read full blog