How to Brexit-Proof your Recruitment Process3 min readReading Time: 3 minutes
Regardless of how Brexit pans out, the political negotiations have already had a significant impact on jobs and growth. With workers across Britain and Europe currently unsure of their future freedoms, Brexit’s impact on recruitment cannot be underestimated. It’s a paradigm shift which will shape the HR industry for decades to come.
Since no one really knows what’s going to happen with Brexit, it’s impossible to predict its impact on recruitment, but there are things you can do to make sure your team is ready.
Expect the Unexpected
If Britain leaves without a deal, then EU nationals living in the UK must register under the EU Settlement Scheme. The turnaround for approval is expected to be around three weeks, but if there is political and economic unrest, this could potentially take longer. EU employees should register their status right away if they wish to stay and work in Britain.
For British citizens living in Europe, it’s even more complicated as each EU country will have their own arrangements. If there’s a No Deal Brexit, Britons will need to register with their host country immediately. Otherwise, they risk becoming third party residents with no official employment rights. In certain EU countries, such as Germany, there will be a limited time frame for UK nationals to register their status. If Britain drops out of the EU without a deal, then recruiters should contact their candidates and advise them on what to do next.
The Article 50 extension period is a vital opportunity for HR staff to communicate with candidates, especially in regards to registration schemes.
Review your HR Strategy
British recruiters will need a post-Brexit hiring strategy as hiring EU nationals will take up extra time and resources. It is going to be a challenge for companies to persuade skilled EU staff to work in Britain after Brexit. Visa fees and registration queues are a hard sell if you can work freely elsewhere without them.
Read more about Brexit is tightening the talent pool for UK recruiters.
Carry Out a Risk Assessment
If a UK company is reliant on EU nationals, they should carry out a risk assessment to identify which workers are essential to their business. By preparing for different immigration outcomes it will help UK companies mitigate the Brexit impact on recruitment in future.
A risk assessment strategy will require managers and HR staff working together to identify the workers they want to keep. By identifying vital employees early doors, HR can map out the Brexit implications on their behalf, including visas, registration schemes, accommodation, and other unforeseen elements.
Develop an Emergency Brexit Plan
HR staff will need to develop a Brexit-proof plan to provide confidence not only with their existing employees but also a range of stakeholders. Brexit-proofing your company or organisation will provide stability during a rocky economic period.
Keep Calm and Carry On
While no one can accurately predict Brexit’s impact on recruitment, HR staff need to provide transparent and practical solutions where possible. Employees will look to see if there’s a strategy in place, something they can rely on going forward. It’s only human nature to look for leadership when the political waters are choppy, and nothing makes any sense.
As Westminster continues to implode, the only thing you can guarantee is that change is inevitable. Therefore implementing a Brexit-proof HR strategy is essential if you want to retain and hire staff in future.