The political landscape shifts so quickly that it’s easy to forget the EU referendum was less than a year ago.
The earthquake and shockwaves that hit industries as a result of Leave’s win weren’t as bad as initially predicted by ‘Project Doom’, but difficulties are now creeping into day to day HR operations.
72% of HR professionals expect the competition for well-qualified talent to increase and 61% predict further difficulty recruiting senior and skilled employees over the next three years, according to CIPD/Hays Resourcing and Talent Planning Survey.
Brexit-related problems aren’t confined to the future. It’s changing the landscape of the working world now.
Three-quarters are already experiencing recruitment difficulties and two-thirds are seeing the skills needed for their jobs change. The most in-demand skills HR thinks will be needed for this EU-less world are leadership, digital awareness skills and commercial awareness skills.
Claire McCartney, Associate Research Adviser at the CIPD, said: “Brexit, and its impact on the labour market, should act as a stimulus for organisations to focus their attention on building a stronger, more productive workforce, by staying alert to potential changes in their skill needs and being agile in their response.”
Despite this recognition of the change happening both now and in the future, recruitment and retention still aren’t being properly costed. Only 16% said they measure the ROI of their recruitment activity and 56% don’t work out the cost of people leaving the business.
Nigel Heap, Hays UK & Ireland’s Managing Director, stressed the need for this to change: “Not only do employers need to evaluate how they are perceived in the marketplace so they can attract the people they need, they should also ensure they have sufficient measures in place so they are better able to justify their decisions, continue to secure investment for recruitment and respond to any changes.
“Organisations need to have an integrated talent strategy in place to support a targeted and measured approach to recruitment.”
Source: HR Grapevine
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