For several years now, the tech skills gap has made hiring a challenge for businesses in the UK. Brexit, the Covid-19 pandemic and the Great Resignation have only amplified the problem. The good news is that Britain is still one of the most sought-after places in the world for entrepreneurs and talent. Employers can use this to their advantage by recruiting and relocating workers overseas, a much easier process than most think.
Top talent from around the world is strongly attracted to the UK
Despite the hiring challenges UK employers are currently facing, there are some upsides. According to the 2021 Global Talent Survey (GTS), London is the most desirable city in the world to work. The GTS is organized every four years by Totaljobs and a global alliance of more than 50 organizations, including the Boston Consulting Group. The most recent edition of the report is based on survey responses from more than 200,000 workers worldwide in 190 countries.
Additionally, a powerful start-up ecosystem is in place to attract global talent and enable them to grow professionally. According to 2021 Global Startup Ecosystem Report of Genome, London is considered the best region in the world outside of Silicon Valley to found a technology company. The British capital’s start-up economy is the largest in Europe, with a total value of over €105 billion.
Several UK hubs also featured in the report’s “Top 100 Emerging Ecosystems”, including: Bristol, Manchester, Liverpool, Birmingham, Edinburgh, Glasgow, Belfast and Durham.
This is very promising information for companies that have struggled to fill vacancies. The UK’s strong appeal to workers around the world and its thriving startup ecosystem make it a strong contender in the global talent war. Suggesting that employers can compete to recruit talent internationally may seem bizarre post-Brexit. However, that couldn’t be further from the truth.
Hiring workers from outside the UK is easier than you think
Even though immigration to the UK has changed as a result of Brexit, that doesn’t necessarily mean it’s harder now. This is particularly the case for business immigration. In fact, it’s currently much easier to hire people from abroad than most people think. In short, here’s what you need:
If you want to hire a non-UK candidate for a specific position within your company, you will need a Sponsorship License, which is essentially permission from the Home Office to sponsor an overseas worker. Once approved, it allows you to sponsor multiple types of working professionals, as long as the work they are going to perform has an appropriate pay rate and skill level.
Previously, the process was more complicated, as UK employers wishing to sponsor skilled overseas workers had to complete a Resident Labor Market Test (RLMT). This involved posting vacancies for 28 days to see if there were suitable settled workers (UK or European Economic Area nationals) who could fill the job. Preference was given to sedentary workers who met the minimum requirements for employment. Fortunately, RLMTs are no longer necessary. This is not the only positive development in immigration law, however.
New visas will help streamline the business immigration process even further
Employers will soon benefit from three new visas designed to help the UK’s fastest growing businesses access overseas talent: the High Potential Individual visa, the Scale-up visa and the Global Mobility Business visa.
The High Potential Individual visa
The High Potential visa is for highly skilled and academically accomplished migrants whose talents would have a positive impact on the UK economy.
To be eligible, applicants will need to be a graduate of a leading global university. The UK government is considering expanding eligibility under this pathway to other high-potential features.
The scale-up visa
The new Scale-up visa is introduced to speed up the visa process for people who have a highly qualified job offer from a ‘Scale-up’ company in the UK. Two of the main criteria will be proficiency in English and a minimum salary of £33,000 will be required.
A “scale-up” is defined as a company whose average annual turnover or employment growth rate over a 3-year period is greater than 20%, plus a minimum of 10 employees at the start of this period. period.
The Global Business Mobility Visa
The Global Business Mobility visa will provide overseas businesses with five pathways to establish a presence or transfer staff to the UK. The goal is to establish a single, sponsored route that will unify, reform and expand a number of existing trade routes.
It would appear that the new pathway will consolidate existing Intra-Corporate Transfer and Intra-Corporate Graduate Trainee visas as well as other corporate mobility pathways, such as representing a company overseas and temporary work. – international agreement.
How to start recruiting international talent
Once your sponsorship license has been approved, your organization will be able to recruit and help relocate people to the UK, but first you will need to find candidates you wish to recruit. One of the easiest ways to do this is to start by promoting your business opportunities.
Companies need to make their talent sponsorship a cornerstone of their employer brand. For candidates interested in relocation, they will be more likely to apply to your company if they know unequivocally that you offer relocation assistance. Conversely, if it doesn’t match a candidate’s expectations, they’ll be less likely to apply, which ultimately saves both the candidate and the employer time.
Of course, this is only the very beginning of the candidate’s journey and experience. When relocating employees internationally, there is several critical steps that employers should consider to make the experience as seamless and beneficial as possible. However, this hiring bridge can be crossed when the time comes.
The bottom line
Right now, for employers in the UK, it can seem like the fight for talent is an uphill battle. Brexit and other circumstances have presented a host of unknown recruiting challenges for almost any business. Fortunately, the solution is simpler than most think. And thanks to upcoming changes to immigration law, recruiting teams can start to feel more optimistic about the future.