"Should I stay or should I go now?
If I go, there will be trouble
And if I stay it will be double
So come on and let me know,"
Apologies if you end up singing along to ‘The Clash’ in your head all day as a result of the above, but in light of the UK's uncertain climate (and no I'm not just referring to the weather), Joe Strummer’s words are very apt.
As Brexit talks and debates intensify across parliament, and the leadership contest plunges the nation into deeper uncertainty, we are currently dealing with a growing number of companies planning to postpone and hold off recruiting for key roles.
Yes, the future remains ambiguous as ever, and no one knows exactly what will happen in the years, months and even days to come. I will say this however, waiting until October to start hiring for key roles may actually be a bad move, and something you live to Bre-gret.
Recent years have seen Recruiters stuck on a broken record through the continuous use of terms such as: “It’s a candidate-led market,” “We need to move quickly as candidates are not staying available for long,” and “We need to reduce to a 1 or 2 stage process to avoid losing the candidate”. There has also been an increased focus on transferable skills to fill jobs, given the shortage of talent to fill senior positions.
However, in a time where skill shortages are anticipated to increase, it seems many businesses just don’t appreciate the long-term implications of their hesitance to hire. While it’s all good and well to err on the side of caution, there is something to be said of proactivity in these uncertain times. Rather than sit on the fence, I’m willing to argue that businesses should instead focus on making sure they have the right talent to meet the demand. The finer details of legislation can always be ironed out when the bridge is reached.
What's more is that businesses remain competative through maximising opportunities to attract the best talent and support them during these uncertain times. We currently see how our clients with a strong pipeline of business, combined with a proactive approach to growing their workforces, are benefitting from the hiatus of many of their competitors. By embracing the unknown months ahead and continuing to hire, they have strengthened their team and have the skills and personnel to deal with whatever Brexit throws at them, deal, no deal or otherwise.
So should you be holding off for the sake of worst case scenarios? The choice is up to you, and could be the deciding factor which determines whether you stay ahead of your competitors, or join the pity party with them.
To finish off where I started:
"This indecision's bugging me
One day it's fine and next it's black
So if you want me off your back
Well, come on and let me know
Should I stay or should I go?"
Need workforce planning support in light of Brexit uncertainty?
Whether it's through employement law events, managing high volume recruitment campaigns or ensuring employers know which steps to take in managing agency workers, Search Transport & Industrial continues to actively support businesses across the UK's Logistics sector as they contend with the uncertainties of Brexit. Contact us to find out more about how we can support your business and workforce.