Recruiting EU nationals in the UK
Bringing in new people to your team is no walk in the park. That’s why there are entire companies dedicated to offering this service. Any slip up in the recruitment process can prove disastrous so it’s definitely worth looking into a UK professional employment organisation to help you out.
Not only that but when freedom of movement was threatened by the Brexit dilemma, a majority of recruitment firms started shaking in their boots. Regardless of the fact that EU nationals were to be given until December 2020 to apply for pre-settled or settled status, staffing companies still expected talent acquisition to be affected.
Although there are several systems in place to cushion the transition, firms and employers responsible for talent acquisition are left trying to restore confidence in European workers while convincing EU applicants to make the move to Britain. The Home Office has also come out in support of EU nationals, as shown by the availability of a robust helpline and employer toolkit. But, you’ll need to have your wits about you to navigate this ever-changing landscape. Here are some tips on how to recruit EU nationals in the UK.
Separate the sheep from the goats
Filtration of talent is a crucial part of any company’s operation. A ship is only as efficient and effective as its crew. Background checks are necessary to ensure candidates have the appropriate qualifications and qualities. A person’s eligibility for employment must be confirmed first. A passport or national identity card must be submitted as a matter of course. But, unless they’re Irish, their status under the EU Settlement Scheme should be none of your concern until June 2021.
Due to the endorsement of social distancing by governments, digital platforms are taking precedent. Her Majesty’s government altered the way documents are checked. Digital submissions are becoming popular, video calls are simplified and the way in which shortcomings are addressed has also been altered to prevent Covid-19 from spreading.
Buckle up
It was mentioned earlier that the transition period allows for EU nationals to have a “grace period” of sorts. As of January 2021, however, things will be different. EU nationals migrating to the UK will have to apply for a VISA first. If these nationals specifically seek a skilled labour VISA, they’ll have to provide proof of employment. Make sure you’re a certified employer sponsor or else you’ll have a challenge.
Getting some feet under the table
As much as you want candidates and existing employees to feel reassured and supported, you don’t want to break the law. Share information with them, sit down with them, but don’t give them immigration advice; that could land you in prison.
Crunch the numbers
Preparation prevents surprises. Make sure you know when your EU workers’ VISAs will expire. It wouldn’t serve you well to sponsor an employee just when you thought you were done with all the paperwork.
The bottom line
Skills and labor are a scarcity in the UK. It is for this reason that EU nationals are highly sought after. Another benefit of placing an EU national as HR manager is that you can expect zero tolerance towards xenophobia. Every decision will be fair and favouritism will be practically non-existent.
This is because EU nationals are often discriminated against themselves when being hired, so they often refuse to discriminate others based on their ethnicity. If you’re in the business of semi or unskilled labor, then EU nationals are ideal because British people generally won’t apply for those kinds of positions.
Go the extra mile
Why should EU nationals come work for you in the UK? They need a very good reason to leave the life they know; their friends and family, just to join your team. You need to entice them somehow, either with a mouth-watering salary offer, non-financial benefits or a clear career development plan. Whatever it is, it should make them see your company as the greener grass on the other side.
Put pen to paper
So it’s official; you’re hiring an EU national. Setting up the recruitment is just as important as maintaining it. Show them the ropes, take them under your wing and put your cards on the table. Bringing someone from another country is no child’s play. Do your part and they’ll do theirs.
The editorial unit
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