With the current migrant crisis sweeping the nation, there is a large speculation on the expected intake for the UK, with figures rising to 20,000. But what does the influx in migrants really mean for the UK job sector and recruitment within the next few years?

The Chartered Institute of Personnel and Development (CIPD) stated a poll of more than 1,000 British businesses were making a “rational decision” to hire foreign labour. This is due to findings that businesses who employ workers from the European Union were more likely to see their business growing within 2 years.

According to the CIPD, the most common reasons for hiring migrant workers have been stated as:

  • Better job specific or practical skills (56%
  • Work ethic (34%)
  • Better prepared for work (26%)
  • More work experience (25%)
  • Better qualifications (23%)

As well as the contributing factors indicated, HR professionals have also declared that foreign workers stay in jobs longer than UK workers. With 33% of UK employees job hoping or moving roles more and more frequently for different factors such as benefits, higher salary and new opportunities. Therefore, increasing the intake of migrants into the workforce means that not only stability is added but also a ‘long stay’ culture, which other employees can follow.

Culture Ethnicity Diversity Nation People Concept

Many businesses have also stressed that migrant’s offer the ‘something extra’, for example added skills such as numerous languages and understanding of different cultures. Furthermore, where the skills or values are used effectively it can result in a positive impact on business development, due to an increased level of performance from workers.

There are various industries that almost entirely rely on migrant work forces for their staff intake. Such as the security services within Birmingham, where the workforce is made up of 60-70% migrant workers. This is mainly due to the low application numbers from UK citizens and without the migrant intake hiring managers within the industry have speculated about an extremely high number of vacancies for unfilled roles.

But we have to ask how fitting migrant workers are with British business cultures? It can be thought that language barriers may have an impact on working relationship with colleagues and understanding of clients and therefore working relationships. However creating a more diverse workforce is at the top of any HR manager’s agenda and therefore accepting changes such as languages differences and cultures should be a part of a Western business environment and a step in the right direction for accepting the changes within today’s society. Migrant workers have also facilitated growth within the economy and also brought benefits to the tourism industry, which not only provides greater cultural links with nations but also helps in the growth of international trade

For more information on skills shortages within the UK and how to fill your ‘hard to fill’ roles, contact Cohesion on 0121 713 6956.