The UK has a long and proud history of welcoming migration from across the world, and many of our most beloved institutions, such as the NHS, are a magnet for foreign-born workers.
However, recent migration figures have sparked a significant debate regarding the best approach for businesses looking to grow their workforce whether to bring in trained individuals from overseas or invest in nurturing domestic talent.
The debate is multifaceted and, in all honesty, depends on various factors; there is no one-sizefits-all answer. While recruiting overseas talent can provide immediate skills, expertise and diversity of perspective, investing in developing domestic talent can lead to long-term benefits such as sustainability, cost-effectiveness and knowledge retention.
The UK’s recognised skills shortage has been a significant driver in the need to recruit overseas talent, particularly in sectors such as hospitality, technology, healthcare, engineering and finance.
This shortage, coupled with the need for diverse expertise and experience, has made international recruitment a vital part of recruitment strategies in these sectors. Additionally, hiring staff from different countries can offer fresh perspectives, cultural diversity and a global mindset, all of which can be a huge advantage for companies operating in our increasingly globalised world.
The healthcare sector, for example, has for many years relied heavily on overseas professionals to meet staffing requirements.
The demand for trained medical staff often exceeds the local supply, leading to a continued reliance on international recruitment, and healthcare workers, of all levels, from abroad contribute significantly to the provision of medical services in the UK.
However, in part due to our exit from the European Union, efforts are increasingly being made across industries to develop more homegrown talent to fill the skills shortage.
Taking this approach, investing in the development of domestic talent is clearly a good thing overall, whether it impacts on migration figures or not. By providing training, education, and career advancement opportunities, businesses can cultivate a skilled, sustainable workforce that is aligned with their specific needs, values, and culture, as well as providing a long-term benefit for the country as a whole.
It is also, ultimately, more cost-effective compared to recruiting from overseas. Training and upskilling existing employees or hiring locally can reduce all sorts of expenses that accompany relocation, visa processing and cultural integration.
Something else we in the recruitment industry have noticed over recent years is the rise in apprenticeship programmes and vocational training, both of which routes also have a dramatic effect on nurturing homegrown talent. And while degrees currently leave students in thousands of pounds of debt, these initiatives provide hands-on experience and industryspecific skills, all while paying a wage.
We’re also noticing a growing emphasis on promoting science, technology, engineering, and mathematics (STEM) education in schools and universities; another area in which the UK has a noticeable skills gap. By encouraging more students to pursue STEM fields, the UK can cultivate a talent pool that can meet the demands of technology-driven sectors, which will only become more prevalent over time.
Building a talent pipeline within the country ensures that valuable skills and expertise remain in the local workforce, offering a more resilient, sustainable option for the future of industry in the UK.
If you are looking to recruit and would like help sourcing the best talent for your business, get in touch with the team at Talentheads via email on hello@talentheads.co.uk or call on 0191 300 8688.