How the industry can salvage the aftermath of the Post- Brexit Talent Crisis

How the industry can salvage the aftermath of the Post- Brexit Talent Crisis

Twelve months have passed since the UK took the bold step to cease being a member of the EU. Also, the EU has around nine months to rally the final terms of their exit. However, recruiters are eagerly awaiting the final conditions of the Brexit deal to be finalised before they find out just how much impact the move will have on various organisations.

 

As you know, once the move is complete, citizens from other EU countries will no longer enjoy the free movement policy they usually would on visitation to a fellow EU country.

 

While there is still a lack of clarity as to how bad the move will affect job seekers and organisation seeking to employ or rely on migrant workers. However, the CIPD Labour Outlook predicts that employment rates will remain bullish but warn that supply rates may dwindle as there may be a reduced number of EU nationals working in the UK.

 

Also, there is a good chance that the number of EU nationals will decrease across the labour market and already, recruiters are putting plans in place to mitigate this seemingly inevitable outcome. The labour market is highly candidate driven. Hence recruiters will always adjust their strategies to find the best possible candidates for available positions.

 

What is apparent is that some industries will feel the burn more than others. For example, over 4.6million people are employed across the Hospitality, Tourism and Leisure sector, and a good number of them are migrant workers. Hence it will be grossly affected when Brexit comes into full swing. This shortage may spread across several sectors, ultimately meaning that contractors may be needed to fill up roles where permanent staffs are in short supply.

 

What can be done?

 

  1. On the bright side, older workers and apprentices in the UK may gain from the predicted drop in EU workers so check to see the hiring demographics in your area and look for other recruitment options. Also, check your talent segmentation; a process of categorising various candidates, how to attract them and where they are located.

 

  1. Recruiters will have to review their employment process and seek to enhance workflow to reduce dropout rates and fast-track time to hire. Also, candidates should not have to find it difficult to follow through on their job application.

 

  1. Regardless of your recruitment style or policy, talent pools will become crucial to hiring some of the best talents out there. Always ensure you have a healthy talent pool at your disposal so that you always have a list of prime candidates ready to occupy available positions.

 

  1. Master your sourcing channels and aim to improve the strategies that work for you. Also, try and take advantage of Professional Social networks like LinkedIn, as they seem to be a great way to build relationships and find talent.

 

  1. Review your recruitment metrics and analytics. Ensure you know what vacancies you have? How best to source for candidates for a particular position, the size of your talent pool and present job offerings. Knowing the right answers to these questions can ensure that you are better placed for life after Brexit.

Recruiters that take the necessary steps by reviewing their recruitment policies and preparing for what life after Brexit will be like will rise above the challenge and thrive. However, organisations that rely primarily on EU workers can still take solace in the fact that migrant workers are given a transitional period to remain in the UK indefinitely as long as they remain in the UK for five consecutive years.

 

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