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sourcing talent outside of the Single Market

Sourcing Talent in a UK Outside of the Single Market

On Tuesday 17th January, Prime Minister Theresa May confirmed that the UK would withdraw from the European Single Market. Employers and recruiters will need to start putting in plans to attract UK and non-EU talent post-Brexit.

 

Although the UK will not be leaving the EU until 2019, recruiters and employers will have to prepare for how this affects their ability to source talent now.

 

Consequences of leaving the single market

 

While we are beginning to get clarification about the UK’s relationships with the EU and Britain’s negotiation stance for when Article 50 is triggered in March, there remains a lot of uncertainty around the details. The Prime Minister has, thus far, refused to guarantee the status of EU nationals living in the UK. While there is a chance that they’d be allowed to stay, it is unclear if there would be further controls placed on EU workers in the UK.

 

Any controls, such as a minimum residency requirement or a minimum earning threshold, will place an extra burden on recruiters and employers and drive up the costs of recruitment.

 

Controls could also result in skills shortages across the hospitality, agriculture, healthcare and construction sectors, among others. These industries rely heavily on EU migration, as they are often less attractive to UK nationals. So although client demand will remain unaffected, the challenge will be finding enough candidates to fill these roles.

 

However, client demand for high-end digital, technical and engineering industries will be a cause for concern. In the financial sector, City banks such as HSBC and Swiss UBS, have already hinted that they’d be relocating parts of their business from London to other European cities. Recruiters that rely on these sectors should put a plan in place should circumstances change.

 

How should recruiters prepare?

 

  • Employers and recruiters should consider encouraging EU nationals to apply for residency certificates or permanent residence.

 

  • Bulk up UK and non-EU talent pool.

 

  • Monitor and track the reasons for candidates turning down roles and employers rejecting candidates. This will help ensure you have the right mix of candidates and vacancies on your books and provide an early warning should you need to take steps to change this.

 

  • Automate administrative parts of your process to keep track of skilled contractors, as they tend to move every so often.

 

Here at Contracting Scout, we’ll be monitoring for how the situation changes and how recruiters should best respond.

 

And, whether Brexit affects your candidate base or not, we can help you promote your vacancies to thousands of targeted contractors when you join our service for free.

 

Do get in touch if you have any questions or would like to learn more about how we could help you.