With the uncertainty of how Brexit will affect every organisation on 31st October 2019, there is an urgency on employers during the run up to Brexit to consider the effects that it will have on their business and how it will affect recruitment. What challenges will employers have when it comes to recruiting masses of staff or trying to find a select few with a certain skill set?
There has been a drop in the amount of people applying for low skilled job roles, by one fifth over the last year and CIPD have suggested this is due to fewer numbers of EU migrants coming to the UK. Gerwyn Davies, CIPD’s senior labour market analyst suggests that the reduction in numbers of EU nationals coming to the country to work was “feeding into increasing recruitment and retention challenges, particularly for employers in sectors that have historically relied on non-UK labour to fill roles and which are particularly vulnerable to the prospect of future changes to immigration policy for EU migrants”.
Most employers would advise that it has become more difficult to fill positions with acceptable candidates over the last 12 months.
So, what can you do to prepare your organisation? How can you prevent the possible recruitment challenges that could be caused by Brexit from affecting your organisation? Here at HR Caddy we want to make sure your business knows exactly what to do during this time.
Consider choosing to support apprentices.
Apprenticeships are widely unrecognised as a great form of recruitment. A wide range of apprenticeships are now available to people of all ages. They could be a great way of helping to tackle the potential skill shortages. Young people who are contributing to the workplace whilst learning and training on the job. Whilst employees are expected to pay their wages, there is funding available to cover all sorts of training costs.
Retention of current staff.
Recognise and appreciate the talent that you have in the employees you have already. Communicate with employees regarding the value they have within the organisation. Increasing retention levels will reduce the amount of recruitment needed. Now could be a good time to look at your current employees and assess the opportunities to re-skill and up-skill. Supporting existing talent will increase the levels of staff retention.
Encourage current EU national employees to apply for settled status.
EU Citizens that have been a resident in the UK for at least 5 years at the time of the end of the transition period for Brexit (31 December 2020) will be eligible for settled status, but everyone would need to apply for it. If you know that your organisation employs EU citizens, it may be beneficial to conduct an audit on your employee records and enquire or prompt them to apply for settled or temporary status depending on their current situation.
Not acting now and preparing your business for the potential risks, could leave your business open to significant costs and leave you in a poor position.