Avoiding The Brexit Meltdown: 5 Top Tips for Employers

With no deal yet finalised, ill-feeling, rumour and fear abounding, Brexit is proving a real headache for HR professionals, and recruiters in particular. Yet, despite doomsday scenarios from some quarters, the BFI Post-Brexit recruitment solutions offered some upbeat options and blew away a few myths about the recruitment landscape to come.

For creative recruiters, prepared to plan and look long-term, the future is interesting. Here are the top five take-aways from the Post-Brexit Recruitment Conference for Employers:

1. Plan for all the different possible scenarios

No deal, Chequers, Canada, Norway. If you’ve thought through all the possibilities, you’ll be well ahead in your planning once the final deal is announced.

2. Inform, communicate with and reassure your current EU workforce

There is plenty of information available online and on the Home Office website that sets our exactly what steps they should be taking. It is highly unlikely that anyone currently working here will not be allowed to stay. It makes sense for your staff to start any processes now. Let them know what they need to do and by when.

3. Inclusive recruitment policies are the future

Employers need to look at why some industries (such as hospitality) are so much harder to recruit for than others. It’s not always about wages; reach out in your local community and find out why people haven’t been applying for jobs in those areas. Explore other avenues. Many UK firms have reported successful recruitment and (more importantly) retention of staff from previously margin groups such as ex-offenders, recovering addicts, those on the autistic spectrum and the disadvantaged. There is a lower turnover and increased loyalty from these groups and employers report some remarkable and heart-warming successes. Review your recruitment campaigns and start reaching out to your local community.

4. Get involved in politics

We are not helpless and there are plenty of industry lobby and pressure groups who are communicating directly with government about what will and won’t work for British businesses post-Brexit. Make sure your voice is heard.

5. Manage the change and look at implementing new business strategies well in advance

Some organisations are looking to Ireland and beyond; others are exploring AI, different working models and alternative recruitment streams.

Did we say 5 key tips... here's a 6th for free:

6. It must start with education

We need to examine the long-term. Industry needs to work closely with schools and higher education, through work placements and early careers advice. STEM industries on particular have been very proactive in this area. There are organisations in your area who will put you in direct contact with local schools.

Thank you to all who contributed to such an insightful day.

Have you thought about hiring ex-offenders? See The Forward Trust

Have you thought about how the unique skill-sets of those of the spectrum can help your organisation? See Auticon