Recruiters Top Strategies to Prepare for Hiring Post Brexit

The United Kingdom’s divorce with the European Union has finally come to effect at 23:00 GMT on 31st December 2020. Brexit contains new rules on how the UK and the EU will trade, live, and work together starting 1st January 2021. One of the biggest changes concerns recruitment and retention of international talents, where a new points-based immigration system is said to be coming in soon. New visa requirements treat the EU and Non-EU citizens equally. UK nationals will no longer have an automatic right to live, work, or study without a visa if they want to stay in the EU for more than 90 days in a period of 180 days. Arrangements will vary depending on the particular country in which employees are based. The EU has advised all member states to provide residence permits to UK citizens residing in other EU countries on 31st January 2020, as a short-term measure.


How Can Recruiters Get Ready For This Change?

While there’s no doubt that the talent pool for EU recruiters to tap into has shrunken further, the number one hiring barrier remains that of attracting quality candidates whether it be within the EU or from non-EU countries which also includes the UK now. As the supply for quality talent decreases and the demand increases, we at akiTalent are here to help you formulate the right recruiting strategies for your business:

1.    Work with International Recruitment Agencies: Now more than ever, it’s imperative to collaborate in order to survive. Teaming up with an agency that has an existing international talent pool based out of the EU can help you with a seamless end to end recruitment service for your business and save you time to focus on other key areas of business.

2.    Lead with Communication: EU Recruiters need to audit all their employees (contract employees, current, and new full-time recruits), to check who are the non-EU nationals and how their individual work permit impacts their unique situation owing to Brexit. Once identified, a pro-active communication for non-EU nationals working in the EU, especially the British workforce, needs to be put in place for employees to educate themselves and make their visa applications well in advance of the deadlines as put forth by each EU country. Good companies will facilitate dialogue through employee engagement activities and structured information dissemination through a SPOC (Single Point of Contact) with all the relevant literature and legal formalities. 

3.    Partner with Schools and Universities to Hire Young Graduates: Business leaders and recruiters must partner with top business schools and universities to reach international students and show them the variety of successful avenues open to them across the EU. If you are not convinced about the merits of hiring young graduates, you must look at some convincing statistics that will encourage you to look beyond just the senior talent pool which constitutes the majority of the European workforce today. For one, there are fewer Millennials and Generation Z in the European workforce. Additionally, a study by the European Commission predicts that by 2030, hyper-connected, tech-savvy millennials will make up 75% of the workforce followed by Gen Z. Offering apprenticeships to this audience could also promote a diverse workforce to help your business with fresh perspectives solving complex problems and appeal to new customer groups.

4.    Craft Employee Benefits that Encourage Diverse Talent Pools: Brexit or not, the pandemic has forced all of us to re-invent the way we function and challenge many existing business practices. Traditionally, hiring is given a pass when it comes to strategizing well to address the issues of talent management for businesses. Many skills can be picked up by inexperienced and young talents through learning on the job or acquired through a formal training program. Consider the current working hours of your staff, and identify possibilities for them to work remotely, job share, or choose their own hours. Flexible working patterns help accommodate the needs and wants of parents, caregivers, workers with long commutes, the disabled, etc. 

5.    Improve Company Culture to Attract and Retain Talent: A positive and dynamic workplace culture helps everyone to thrive at work. Freedom and autonomy display trust and empowers employees. Positive company culture can rapidly and sustainably increase employee retention as well as attract new employees through referral programs, recommendations, and a positive brand image. Get feedback from recent hires on what they liked or disliked in the hiring and onboarding process and make changes to retain the current and attract new talents

For recruiters, it is the right time to build relationships within your organization and outside of your company with recruitment agencies that can help your business get the right procedures in place and plan effectively for future hires in a post-Brexit world navigating through ambiguity. 

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Written By: Smriti Narendran on behalf of akiTalent.