It seems on the face of it that this story is very much driven by the shock, horror headline……..
Leicestershire faces labour crisis as one-in-three EU workers threatens to quit post-Brexit
……..and then it is further compounded by some of the comments within the article…..
equivalent to 50,000 people deserting the East Midlands workforce.
See I don’t buy into this and if it is true, why does the 2017 HEDNA report forecast growth of 70,000 jobs in Leicester and Leicestershire alone and why can we not have a positive and exciting debate about our future that instils confidence in business; an East Midlands confidence that is reflected in the latest FSB SBI report and gives EU Nationals every reason to stay and prosper? In the area where I live, known employment growth is several multiples of the levels of available workforce and that surely makes it an exciting area to move into for work and job security
So, my first question is why aren’t we doing anything to ensure that these EU Workers feel confident in staying in the UK and working?
And secondly, well let’s see………..
- I fail to believe that any business owner or Senior Director is not already thinking about what might happen.
- I fail to believe that any business owner or Senior Director is not already working with his or her team or teams to look at viable solutions.
- I fail to believe that any business owner or Senior Director is not talking to Colleges or University’s to upskill their company.
- I fail to believe that any business owner or Senior Director is not already putting into place proactive Business Plan’s that will add value to the Company not take away from it.
- I fail to believe that any business owner or Senior Director is not already talking to their own staff about who they know that could join them.
- I fail to believe that any business owner or Senior Director is not already talking to Apprenticeship Companies.
- And of course, by no means least……… I fail to believe that any business owner or Senior Director is not already talking to Recruitment Agencies to look at adding talent and high calibre staff.
Brexit is while away yet, so guess what folks, yes that’s it there is time to get things sorted out. So, should EU citizens decide to leave (which may or may not happen) then as KPMG call them ‘INDEYs’ – the independent, in-demand, educated and young, then Business Owner’s or Senior Directors have time to train, mentor, mould, coach, educate and develop new employee’s, thus creating their own INDEYs!
But Jon, we are at the lowest % of unemployed for quite some time. This is very true, but you only have to take a look at all the 16 to 20 year olds coming out of education into what is the real business world who need guidance, assistance and a place to start their career.
Further to this, you have individuals of a certain age (let’s not place an age or a number on this but they are the over 50’s) who cannot find work or are finding re-employment incredibly difficult because they are deemed to be too old and all the public commentary and ONS statistics back this up and this is surely and partly why, whilst researching what I wanted to say on this matter, I have read through a vast quantity of reports and articles and came across Andy Briggs. Andy Briggs is chief executive of Aviva Life UK and the Government’s Business Champion for Older Workers, and he calls for every UK employer to increase their employees in the 50 to 70 age bracket by 12 per cent by 2022. He says – “There are 15 million people of this age group in the labour market, yet only nine million are in work. We want to get this to 10 million by 2022” http://www.independent.co.uk/news/business/news/older-workers-one-million-2022-andy-briggs-government-adviser-a7562256.html
I also read an interesting article in The Times, in it and I quote “According to a recent study by Anglia Ruskin University, older applicants are over four times less likely to be offered an interview despite having more experience on their CV, with almost half of all unemployed people aged 50 to 64 out of a job for over a year”, which is astonishing really when you think about it! This article was published in May this year and in here it states that Recruiters (this of course includes me) warned that while the appetite for hiring is on the up, candidate availability is at a 16-month low, with EU nationals hesitant to apply for roles amid Brexit uncertainty? http://www.telegraph.co.uk/business/2017/05/15/million-shades-grey-older-workers-should-fill-uk-skills-gap/
Now, I have a great friend in Les Phillimore who I have known for a while and I have had the pleasure of working with him on a number of projects. Les, is a staunch advocate for championing getting ladies and gentlemen of a certain age back into work so much so that he and a small equally visionary team, brought what will become a truly unique recruitment and placement job board www.TheDirector-e.co.uk to life to ensure that Wealth Builders and UK businesses get every opportunity to build businesses; build wealth and create the jobs of the future; irrespective of any Brexit effect.
Les, runs a number of successful companies and we are both intrinsically involved in the SME culture and for myself, through my Recruitment Consultancy – Arthur Jackman Associates (www.arthurjackman.co.uk) across Leicestershire and the East Midlands, I do get to observe and hear quite a lot.
KPMG’s Senior Partner in Leicester, Ian Borley says that “this could create a high-end talent pipeline problem – and a shortage of skilled professionals”. Now I like Ian, in fact I have known him for years, but I think he could be wrong and clearly myself as well as the team at The Director-e see a wealth of skills, expertise and high-end talent being untapped and readily available.
Again, through further research, courtesy of the latest Federation of Small Businesses (FSB) Small Business Index (SBI) it states that SME’s in the East Midlands have emerged as the UK’s most confident for the fourth quarter within this index as they continue to buck the national trend, standing at +30 in Q3 2017, 29 points above the UK average (+1). Furthermore, the SBI confirms that Recruitment & Hiring intentions also remain strong, with almost all (95%) expecting to maintain or increase current headcounts over the coming quarter.
You see, I firmly, whole heartedly believe that if, should, maybe, these ‘INDEYs’ decide that Brexit signals the end for them residing and working here in the UK (I do hope that we can persuade them to stay), then I firmly and whole heartedly believe that we all have sufficient time to ensure that this situation that Leicestershire faces labour crisis as one-in-three EU workers threatens to quit post-Brexit will be dealt with effectively and efficiently.
I firmly believe that Business Owner’s and Senior Directors are already well on their way to putting into place the necessary solutions right now.
I have been actively involved in recruitment for many, many years in both large national players and small local agencies and I now own my own recruitment consultancy. I know what to listen for from my clients and the messages their actions send me and they are all facing the future with excitement.
We can all face the future with either positivity or negativity, whatever the reality, for me, I will stick to being positive about the future and work with my clients and colleagues to ensure that the skills and employees that they need are available when my clients need them
So, although this headline (below) could instil panic, I really don’t think it will. Do you?