Brexit affecting hiring decisions
Rachel Muller-Heyndyk, May 01, 2018
HR professionals fear that Brexit will negatively affect recruitment, according to LinkedIn research
LinkedIn’s Recruiter Sentient survey looked at HR and recruiters’ confidence in their ability to fill available roles in line with global employment trends. It found that 96% of HR professionals feel that leaving the EU will affect their hiring strategies.
Availability of talent (40%), business uncertainty (38%), reluctance of candidates to move to the UK (36%), and competition from international businesses (28%), were all listed as factors likely to affect hiring post-Brexit.
With just under a year until Britain’s departure from the EU, more than two-fifths (44%) said the UK is less attractive to EU candidates now, and a third (28%) to the rest of the world. Additionally, more than a third (39%) said candidates were reluctant to move to London as a result of Brexit.
The industries thought to be feeling the biggest impact are healthcare (13%), manufacturing (11%), construction (11%), education (11%), banking and finance (11%), and retail (10%).
Despite concerns around the impact of Brexit, overall confidence among talent professionals was high; 71% felt ‘very’ or ‘extremely’ confident about their ability to recruit the right talent, and 48% have seen an increase in hiring during the first quarter of 2018. Forty-four per cent have seen no change in hiring rates.
The main reasons cited for boosts to hiring were: business growth (56%), more vacancies (45%), more suitable candidates on the market (32%), and sector-specific needs (28%). Meanwhile, sourcing and hiring candidates from diverse backgrounds was listed as a ‘major’ priority by 56% of recruiters.
Head of talent solutions at LinkedIn, Jon Addison said there are three steps businesses can take to address the challenges posed by Brexit.
“First, ensuring that long-term hiring strategies and workforce planning are aligned with business priorities is vital. HR teams should be leveraging workforce insights and data to ensure that in combination with their recruiters’ instincts they make informed decisions and plan to hire talent not just for skills their business needs now, but will need in six or 12 months’ time too,” he said.
“Second, make more of what you already have; think about how you could upskill your existing team to ensure that your business is well-equipped to navigate the more competitive external hiring landscape. Think learning and development first.
“And third, elevate your brand beyond borders. Make it appealing to the talent you need now, and in the future, to ensure your access to the talent pool you need – from the UK and abroad – is maintained.”