Close to 4 out of 10 HR experts in the UK, reportedly, support a UK immigration structure–the basis of which is the nation’s labour and skills scarcities–in the expected occurrence of migration curbs and checks after the UK does not remain a part of the European Union (EU), after its expected exit from it on March 29, 2019.
As per some experts on the subject, the present immigration strategy of the administration, on handling skills scarcities, does not solve the purpose in any manner–it neither fulfills the requirements of the employers nor the national economy.
According to a report, when the UK departs from the EU, numerous bodies in the country may find it rather tough to fill the different job-openings with the reason being the EU nationals’ capability to do a job in the nation will be disturbed severely.
The report also points-out that only 13% of the HR specialists would support a sector-based immigration skills programme, and not more than 5% would back a regional policy.
At present, the government immigration arrangement denotes that under a Tier 2 Visa, recruiters/firms will have to shell-out a 1,000 British Pounds skills charge for some EU employees they sign-up post Brexit – called the immigration skills tax – and also a swell in the bare minimum income threshold for the skilled manpower to 30,000 Pounds from the previous 25,000 Pounds.
The incumbent British PM Theresa May, reportedly, first spoke on January 17, 2017 of a national jobs policy, cutting immigration so that the British immigration system allegedly serves the national interest. Though she publically accepted that regulated immigration could fill skills scarcities, she candidly added that when the figures get exceedingly high, public support for the scheme weakens.
But, nearly 18% of the 2,066 HR experts examined online, and through fieldwork, have reportedly stated that their associations had great difficulties drawing the local UK-born candidates to fill the many unskilled or semi-skilled job openings.
An identical percentage reportedly stated that the migrants from the EU have superior work ethics even as they are decisively more inspired, vis-à-vis the British-born aspirants.
In addition, as high as 38% of the respondents claimed that the HR experts did not even think of the roots of the workers at the time of hiring them.
As to the manner recruiters/firms may answer the future migration curbs on the manpower from the EU, the most common reply, from 27% respondents, was to carry-on hiring the people from the EU where possible.
The findings divulge that organizations that engage the EU migrants are normally doing so as part of greater attempts to invest in skills and talent, and to locate the workers they need, instead of just decreasing expenses.
Firms/organizations that hire the nationals of the EU are also reportedly more expected to invest in employee training, vis-à-vis those that do not employ EU nationals – with 84% stating as much, in relation to 45%.
In the meanwhile, a separate new study from the Harvard Kennedy School shows that most recruiters/firms are in the favor of retaining the EU law, comprising employment laws, post the UK leaves the EU, and do not prefer migration rules that are allegedly worse, vis-à-vis the present EU laws.
In a related development and reacting to the report and its findings a concerned person reportedly claims that despite the fact that he agrees with an immigration structure–the basis of which is labour and skill scarcities, post-Brexit, as submitted in the report–the devil would be in the detail as to whether such an arrangement would be really fruitful for the recruiters/firms and the workers.
The confidence of recruiters/firms has already been harmfully affected by the possible loss of workers, post the UK departs from the EU. Allegedly, the scarcity of the suitably skilled aspirants for jobs has seriously affected the confidence of the different UK recruiters/firms, and brought it down to its lowest level since the EU plebiscite.
As per some experts, investment in skills may assist cut-down the present and potential future skills gaps, post-Brexit, and fill openings. Allegedly, the skills chasm will keep on increasing unless the administration works rather closely with the firms/organizations, to up-skill the present workers, and efficiently get the next generation ready.