Disclaimer: The information in this blog is accurate as of its publication date. Any updates after that date are not reflected here.
According to Manpower Group, three-quarters of employers internationally are experiencing significant difficulties in filling skilled jobs. This is a problem that is being faced by nearly all sectors, especially health care and life sciences, consumer goods and services, IT, transport and logistics, industrials and materials, communications, and financial and real estate services. This is also not a problem that is local to the UK, Western Europe, or the US; it is worldwide. The challenge, therefore, for employers is not just getting the talent needed in the first place; it is stopping people from being poached by other employers around the world. Losing staff causes a whole host of issues, including loss of knowledge and skills, the potential for knowledge to be given to other businesses, and the challenge and cost of recruiting and retraining new staff. Thankfully, there is a great deal that employers in the UK can do to attract and retain international talent within their organisations, as we will explain in this article.
Table of Contents
1. Create an inclusive and diverse working environment
Employees want to work in a truly inclusive environment where everyone feels valued and encouraged regardless of their gender, ethnicity, or other protected characteristics. Creating an inclusive culture within a company requires a top-down approach. It cannot simply be a paper exercise for HR to complete. Rather, the CEO and the top management team must encourage inclusivity and diversity with every step they take and make sure this is communicated throughout the organisation.
2. Ensure pay and benefits remains competitive
It is all too easy to recruit someone on pay that is ‘just enough’ to meet their visa requirements but then lose them to a higher-paying competitor. Research how much competitors in the UK and also internationally are paying for those in similar roles and make sure your pay offer matches or exceeds these levels. In addition, you will need to make sure that their pay increases with inflation and in line with global industry expectations.
Beyond pay, consider the other incentives you can offer, such as performance-related bonuses, share options, profit sharing, training, and additional time off.
3. Build a modern, sustainable, and socially responsible business
International skilled workers want to know that they are part of a business that is globally responsible. Indeed, in the last few years, this has become an increasingly important aspect that employees look at when deciding which job offer to take. Again, it is not simply enough to ‘talk the talk’ when it comes to sustainability, environmental, and social responsibility; you must ‘walk the walk’. Environmental, Social, and Governance (ESG) means dealing with truly important considerations such as water pollution, climate change, deforestation, energy efficiency, human rights, high labour standards, encouraging whistleblowers, preventing bribery and corruption, and encouraging a diverse board composition.
4. Meeting the wider needs of your international employees
It is essential to meet the wider needs of your internationally skilled employees in order to retain them. As much as possible, make it easy for them to relocate to the UK with their family members. And once they are here, do what you can to provide guidance and support regarding everyday matters. Staff relocating from other countries might appreciate help and advice regarding moving, housing, transport, schooling, visas, other immigration matters, and taxes. When it comes to immigration, you may need to help them understand their visa obligations and what they need to do to gain permanent settlement. Doing so will ensure that, from a legal standpoint, they can stay in the UK. Depending on their circumstances, they may also need financial assistance with paying immigration fees, such as the healthcare surcharge, which can be extremely expensive for those with dependants.
By doing all you can to ensure that the families of your sponsored workers are settled in the UK, you can significantly reduce the likelihood that they are forced to leave the UK or move to another part of the country.
5. Create a fun and enjoyable workplace
Many UK organisations invest a great deal in schemes to make their staff feel part of a cohesive team. Doing so can make those who have relocated from another country feel part of the organisation and the British culture. It is important to remember that your team members are individuals with different personalities and interests.
There are many ways to create a fun and enjoyable workplace, including:
- Providing a games room
- Installing a gym and other fitness facilities
- Away days
- Encouraging social gatherings outside of work
- Celebrate different cultures (e.g. through providing catered lunches with foods from other countries)
- Celebrating birthdays and other important events/dates
- Celebrating success and progress, and
- Creating a colourful and exciting environment
6. Offer advancement and progression
International staff with valuable skills will be looking for career advancement. One of the main reasons that staff leave is to progress into a higher paid and more senior role not available within their current organisation (or simply because they feel ignored). Implement a career progression system within your organisation that provides advancement opportunities for those with the skills and attributes you want to retain and encourage.
Another reason people leave jobs is sheer boredom and lack of variation within their roles, leaving them seeking a new challenge. Take the time to understand how your sponsored skilled employees feel about their current roles and what they would like to do in the future. It may be that they want to move into a different part of your business or work on a new and exciting project that they can contribute to. Likewise, they may suggest new ideas and directions for your business that they can be part of.
Final words
If you find that your valued sponsored workers are leaving your organisation, always take the time to find out why. They will be able to explain the factors that have led to them making the decision to leave. Of course, some will leave due to reasons completely outside of your control (e.g. to care for a sick family in their home country), but others will leave for factors within your control. It may be that they are looking for a new challenge and are bored in their role, they are not being paid enough, or they don’t feel valued. The good news is that in many cases, as we have explored in this article, it is possible to put in place ways to retain sponsored workers, but this requires a proactive, sincere, and top-down approach.
A Y & J Solicitors is a specialist immigration law firm with extensive experience with all types of visa applications. We have an in-depth understanding of immigration law and are professional and results-focused. For assistance with your visa application or any other UK immigration law concerns, please contact us on +44 20 7404 7933 or at contact us today. We’re here to help!
