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Skills-Based Immigration System - an Urgent need After Brexit

February 2018, 20
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Skills-Based-immigration-System
Many employers are likely to prefer an immigration system, which is based on skills shortages, experienced in the nation/region when restrictions on migration are introduced after Brexit.

A survey involving 2,000 employers was conducted by the CIPD and The Adecco Group, and it has revealed that 41% favored an immigration system, for the entire UK, which would assist, in filling the vacancies, in categories experiencing skills or labor shortage.

13% support a sector-based immigration policy, and 5% prefer a regional need-based system.

As per the latest Labour Market Outlook, 18% employers experienced great difficulty, to find local applicants for filling low skilled jobs, and as a result, they employed EU nationals.

An adviser stated that the preference of the Government, to have an immigration system, which only attracts bright and good, fails to meet the demands of employers, and the economy.

Employers are concerned, about the preferential arrangement made for select sectors/regions, and the extra cost, as well as the complexity of such system.

The immigration system after Brexit, has to be based on skills/ labor shortage in the National Occupation List, as it would be an uncomplicated scheme for implementation, and would not penalize employers, who do not have an alternative but to recruit EU nationals, in low-skilled jobs.

27% of employers stated that they would still recruit EU nationals, when restrictions are imposed, on migration from EU nations, after Brexit.

Alex Fleming, President, General Staffing, Adecco Group, has suggested that the employers, need to take an initiative, in solving skills shortages, and must not wait for the implementation of a skill-oriented immigration system, by the Government.

Sidestepping the political uncertainty, the organizations need to give a priority, to invest in talent development.

Talent development benefits aid retention and ensures that organizations are ready, with the replacement of appropriate cultural fit, when they are not able to match, the market rate for hiring a new candidate.

Organisations employing the EU nationals stated that they will have a training budget (84%) compared to those that do not hire (45%).

64% employers stated that they had a few vacancies, which were difficult to fill, in comparison with 56% in spring 2017.

Employers also expected, that the skills gap, will worsen, when the UK, bids a farewell to the EU in March 2019, and the shortage, will be felt the most in junior and middle management levels.

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