5 Real ways Brexit is impacting recruitment in the Supply Chain NOW

Another day, another twist in the tale of Brexit. Yet despite the uncertainty, our clients want answers about what is happening in supply chain recruitment NOW. What is the competition doing to prepare? What are the strategies we see working for those hiring? Employment figures still remain high and show no real signs of change but the skills gap cliff edge we stand on with Brexit means we’re starting to see emerging trends and heightened focus on existing ones. Here are the top five ways Brexit is affecting supply chain recruitment right now;

Employers are testing hiring strategies 

With the Brexit landscape changing almost daily, the usual approach to workforce planning may no longer work. Instead, employers are starting to test hiring strategies. For example, businesses that have generally avoided the use of contractors unless ‘strictly necessary’ are now beginning to explore what their optimum permanent/contractor/fixed term balance may be.

Testing and adapting your Brexit recruitment strategy is a must and the sooner you start, the better. (Read more about the pros and cons of permanent v contract hires in the wake of Brexit.)

Agencies without nurtured talent pools may die out

In the REC’S Recruitment industry trends 2017/18, they predict that by 2020, the overall reduction in candidate availability will see many recruitment agency’s turnover rates reduce - whilst some will die out altogether. Meanwhile, those with experience of recruiting hard-to-fill positions may see increased margins or success.

It’s time to start asking questions of your recruitment agency. What examples of passive candidates do they have on their books? Do their candidates sing their praises?

And it’s time to start comparing the ROI of agencies. How do they compare on sourcing hard-to-fill roles?

(You may want to read: 10 Red Flags to Look for in Your Recruitment Agency)

Candidates with an adaptable mindset are becoming more in demand

Brexit poses many uncertainties and so adaptability to changing business needs is becoming increasingly important to many companies. Candidates with potential and a track history of self-directed and regular upskilling along with an ability to learn quickly are becoming of increasing importance.

An increased focus by employers on retaining the best staff

The increasing skills shortage that Brexit will bring about means that businesses are becoming increasingly aware of the need to attract and retain the best staff in order to succeed.

We are therefore seeing a number of initiatives taking place:

• Man management skills: There is an increased focus on hiring senior level candidates who can demonstrate effective man-management and engagement soft skills.
• Flexible working opportunities are being explored with more earnest.
• The dreaded buy-back: Companies are now increasingly making buy-back offers in response to decent employees handing in their resignations.
• Employers are more concerned with salary and benefits benchmarking

(Need to benchmark your pay and benefits and find out what supply chain candidates really value? Then check out our Salary & Benefits Guide 2019.)

...and turning Brexit challenges into a talent magnet opportunity

Employer branding has been on the rise for the past couple of years but savvy employers are turning Brexit threats into an opportunity to increase their Employee Value Proposition by:

• Offering employee rights above the minimum legal requirements. Offering enhanced contractual employee rights helps demonstrate that you are unlikely to alter them if a future government does reduce the minimum legal requirements.
• The option to work flexibly and remotely. Hiring people outside of the EU can be made easier if you can offer remote and flexible working.
• Helping employees with applications for Settled Status.

According to the British Chamber of Commerce, as of last September, only 62% of employers had undertaken a Brexit risk-assessment of the impact it will have on their businesses.