Article 50 has now been triggered, meaning that the UK has formally notified the European council of their intention to withdraw from the EU. The consequences of this mean that the UK will have to leave the EU by March 29th 2019 latest. Many organisations have concerns about what this means for impending business, as the future for EU nationals is uncertain.
After the Brexit announcement, ZPG used CIPHR’s reporting functionality to provide information on their EU Nationals to the ZPG Board. They quickly created a report to find out which employees were EU Nationals in order to support them in gaining their appropriate documentation.
A survey carried out by the Chartered Institute of Personnel and Development has shown that 54% of HR professionals questioned thought Brexit would weaken or significantly weaken their ability to acquire and retain skilled individuals. Plans to combat skills shortages need to be created to improve attraction, retention and engagement.
Some of the essential areas to focus on when creating a plan are:
Recruitment – Attracting quality talent with the required skills
The talent pool of candidates for jobs could significantly reduce depending on the implications of Brexit. The battle to attract top talent has the potential to become increasingly competitive which could have a substantial impact on business growth.
A plan to promote your brand, engage with a broad base of potential candidates and facilitate a streamlined, user-friendly application process will help your organisation stand out and appeal to top talent.
Use CIPHR to:
- Advertise job opportunities on your website, social media and recruitment agency websites to give maximum visibility to potential candidates
- Tailor the application process to accommodate the necessary checks, references, disclosures and acceptances
- Automatically filter candidates using key words, terms, qualifications and killer questions
Training and development – Developing your existing workforce
If EU nationals are no longer able to work in the UK, part of your plan needs to focus on improving the skills of your existing workforce.
Creating a training programme that enables you to effectively keep track of employee qualifications, courses, and budgets will help you to target areas to improve and ensure that you are you are investing in the correct aspects of your employee development.
Use CIPHR to:
- Measure the impact of your training through questionnaires to support continued growth of your training plan, whilst costs can be tracked to ensure effective spend
- Automate notifications to remind employees of training renewals to ensure that they hold valid training and qualifications for safe an efficient working
- Improve succession planning and career development via skills matching and competency framework management
Onboarding – Engaging and retaining employees
Engaging new employees from the moment they join your organisation and making a lasting impact with effective promotion of your culture can make a big difference to retention.
An effective onboarding strategy, supported by the right software, can also help you to improve long-term engagement and build a company culture of productivity and trust.
Use CIPHR to:
- Provide new starters with the ability to view useful information, such as building layouts, policies, procedures, handbooks and FAQS
- Send automated updates when a new starter joins to prompt the relevant functions (including IT, finance and facilities) to carry out the related tasks
- Publish important policies and procedures, enabling employees to access and accept them through your onboarding portal, improving compliance