Tech hiring post-Brexit

Now that the UK has officially left the European Union, businesses need to be prepared for new trading arrangements that came into effect on the 1st January 2021. Although information is still limited on how this will impact the job market, we can draw some conclusions on what the recent announcements mean for the tech industry.

In particular, the new rules will impact the hiring of international talent, which could have wider implications for UK tech, given that it relies on talent from outside the UK to fill skills gaps.

Companies need to be aware of how Brexit affects their tech hiring strategies and they need to ensure that they continue to attract and onboard top tech talent.

Let’s take a closer look at how Brexit will impact tech hiring:

Understanding how Brexit will impact your business

It’s important for UK tech companies to be aware of how the UK-EU Trade and Cooperation Agreement affects their daily business operations. The full agreement is available to read on the UK government website and there’s a summary document, that can be read, here.

One of the biggest hurdles facing UK businesses is the transfer of personal data with countries in the European Union. By default, personal data can no longer be transferred between the UK and the EU and it’s unclear if UK data protection laws cover exchanges. In the meantime, a six-month bridge period has been agreed to allow for a decision to be reached. Further details on data transfer can be found, here.

Tech companies should be aware of chapter fifteen in the agreement, which outlines the implications for digital trade, i.e., how businesses can provide products and services through digital channels. In a recent article, TechUK, highlights that the agreement contains clauses that mean most digital services can be provided without the need for prior authorisation.

The digital trade chapter also contains an obligation for the UK and EU to continue collaborating on the research and development of emerging technologies, which is positive news overall.

The impact on tech hiring strategies

Companies that work closely with new technologies like big data, Internet of Things and artificial intelligence should continue to cultivate strategic research and development partnerships to help the UK retain its reputation as a market leader in emerging tech.

With a question mark over data flows, we might expect to see an increase in demand for cloud computing services. UK data centres may need to increase their capacity to account for an increasing number of businesses transferring their data to Britain. As such, companies should review how they currently store personal data and aim to attract candidates with skills in big data and the cloud.

Knowing what tech jobs will be in-demand over the coming months presents employers with an opportunity to target their job adverts and re-skill, or re-train staff to begin a career in tech. Re-skilling employees, for example, can help companies bridge the tech industry’s notorious skills gap and give them a competitive edge when the impact of Brexit becomes clearer.

At CWJobs, our recruitment platform has some great features to help recruiters and hiring managers find the best candidates. Our database can be filtered by variables such as current job title, location, level of education and salary.

How recruiters can engage with European and global talent

One of the biggest challenges facing UK tech is how to engage with talent outside the UK. As from the 1^st January 2021, freedom of movement for UK and EU citizens ended and has been replaced with a points-based immigration system.

For the UK tech industry, this could mean a more qualified talent pool to choose from for hiring. In order to engage with European and global talent, recruiters should consider what overseas talent is looking for in a UK tech company.

We’d expect flexible working to be at the top of most jobseekers’ lists, particularly post-Covid. With tech workers now accustomed to working from home and the benefits that go with it, companies that don’t offer remote working opportunities will be left behind.

UK businesses will also need to consider what their interviewing process will look like as face-to-face interviews may become more challenging with the immigration rules. We’d expect to see companies embrace remote interviewing and use tools like CWJobs Video Recruiting software to find new talent.

Reaching a wider pool of candidates

According to data collated by international trade agency, London & Partners, London is the top city in Europe for international technology talent. On the other hand, figures reported by UK Tech News, revealed that 16% of UK tech talent is looking to migrate after Brexit.

So, how can UK companies reach a wider pool of candidates now that the new agreement is underway? To begin with, businesses need to be clear on the type of candidates they want to attract. Being transparent about salary and highlighting employee benefits can help companies align their objectives with the type of candidate they want to attract.

Likewise, updating job descriptions and other marketing collateral can encourage the right candidates to apply for roles.

Businesses should also be clear on how they will source candidates. National job boards like CWJobs provides employers with more opportunities to find quality candidates. Our recently-launched Equality Boost solution also offers targeted programmatic advertising that helps companies increase diversity and reach a wider talent pool.