With five months to go until Britain departs from the European Union (EU), recruiters should be increasingly shrewd on how to survive a “no deal” Brexit. For years, both high and low skilled migrant workers have plugged Britain’s employment gaps across several key sectors. The NHS is one example.
Despite the success of EU workers closing employment cavities, experts have warned that this recruitment model is on the brink of collapse, especially considering the Government has not yet reached an agreement over labour movement. Alternative methods may be necessary for recruiters to stave off the post-Brexit talent dearth.
And, with the triggering of Article 50 poised for March 2019, it is possible that recruiters will experience turbulence; heightening the need to consider alternative approaches to talent pipelining.
But, how are the industry coping with this uncertainty? The experts tell us their thoughts, below…