6 Ways British Businesses Can Survive The Labor Shortage Caused By Brexit

No business can thrive without the right people. In cases where fewer people are looking for work, the talent pool is reduced and employers can struggle to find qualified employees. This is happening right now in the UK because of Brexit. Although the British exit from the European Union may be postponed beyond March 29, 2019, already it is impacting businesses there. A recent report by KPMG for the British Hospitality Association anticipates that, due to Brexit, in the next decade the UK's hospitality sector alone will need more than one million people to meet job demands.

Francesca Boccolini, the cofounder of SonicJobs, a London-based mobile app for virtual recruiting, says, “Brexit is decreasing the influx of immigration. Instead of boosting economic independence for the UK, it has caused labor shortages in multiple sectors.” In the 12 months after the Brexit vote, there has been a 9% increase in people leaving the UK and a 12% drop in immigrants coming into the UK.

Boccolini offers these tips to UK businesses looking to survive Brexit by hiring and retaining excellent employees:

1. Adopt a longer-term approach: It’s a marathon, not a sprint. Especially when staff turnover is high, when it comes to your employees think about building a family, not just a team. Focus on meaningful relationships, not casual work relations. Maintaining a high-quality attitude and mindset is essential when there is a shortage of candidates.
2. Offer career opportunities, not just jobs: Make sure you create opportunities for employee growth within the organization. Create tailored employment growth plans focusing on work conditions, benefits, training, and career progression within the organization. As new members join your team, be transparent and clear about their potential growth plan. Make their journey exciting from day one.
3. Get to know your people: Go beyond the salary and work on employee engagement. Make sure you understand the people you have hired. Make an engagement plan for them. Run regular reviews, give feedback and, more importantly, ask for feedback. Running anonymous surveys is an excellent idea to get real and unbiased opinions of perks and rewards that might work well for them. Flexibility, extra free hours, and education and training are often valued highly by employees and prospective workers.
4. Be creative to stand out:  Don’t rely on pay as the only incentive you offer. This is the right time to be creative with your brand to build a competitive advantage that will differentiate you in a crowded labor market. Think about what you can offer to make work more enjoyable for your employees.
5. Build trust in uncertain times: As candidates fear Brexit and the consequences of instability that may impact their job security, make sure they see you as a trustworthy employer and resource. Share updates on Brexit to keep them informed and help provide a sense of security.
6. Hire for fit, then train for skills: Ask yourself if candidates fit with the culture and values of the company, if they demonstrate adaptability and resilience. Observe team dynamics and how people interact with each other. Involve the rest of the team and ask for peer reviews. Don’t leave the recruitment process top-down. And remember, candidates can always be trained in new skills. If you struggle to find qualified candidates in the market, train them to the level you require.

Boccolini, herself an immigrant to the UK from Italy, moved to London five years ago to obtain a Master’s degree at the University College of London. She then cofounded SonicJobs, which has quickly grown to be the leading mobile recruitment solution in London, used by more than 2,500 employers and 85,000 candidates.

“I’ve always had a natural inclination and curiosity for innovative solutions that have a significant impact on our lives, from science to technology,” Boccolini says. Technological advancement, she believes, has the power to improve lives, democratize resources, reduce geographical and monetary barriers, and accelerate human progress. With SonicJobs, she feels that she is democratizing innovation, offering people of every income level from blue collar on up to find jobs they love. “We’re working hard to remove the stigma and prejudice around lower skilled roles by increasing the level of trust between employers and candidates,” she says.

Boccolini faces challenges raising money and tackling uncertainty in a tech economy. She believes that in a male-dominated industry where investors are mostly men, fundraising can be particularly tough for female founders. However, she is passionately committed to what she does because she feels she is helping people achieve long-term happiness in their careers, regardless of their socioeconomic status.

“There are no rules and shortcuts when it comes to finding success and happiness,” Boccolini states. “But the more you know yourself, the freer you’ll be from your own bias and others’ judgment. Finding the courage to live with that freedom is the first step to a purposeful life. The best entrepreneurs I have ever met dream big but have an incredible sense of purpose in what they do. They are driven by a mission to make people’s lives better.”