25th September 2019
With the 31st October a little over a month away and things as uncertain as they were back in 2016, employers are looking on with a mixture of intrigue and trepidation as the Brexit merry-go-round approaches ‘B-Day’.
The media outlets are naturally full of speculation around the potential warnings and opportunities a parting from the EU could bring, but in truth no-one really knows how the coming months will pan out.
The UK’s business leaders, however, are not ones to stand still and contingency plans around the various possible outcomes are beginning to take real shape. One of the biggest fears around Brexit is on the topic of staffing – with the UK such a multi-national country, how will a business continue to grow (or even survive) if there’s a reliance on a multi-national workforce?
There are a few possible answers to this, but an evermore common answer to this question is emerging in the form of Britain’s temporary workforce. Here are 3 reasons why temps could be a solution to a businesses post-Brexit workforce conundrum…
In the wake of uncertainty, generally those who adapt and react fastest will be the ones to prosper.
If Brexit brings opportunities, the businesses are dynamic enough to cater for that work will ultimately be the ones to win. If Brexit brings challenges, the self-sufficiency of a company and its ability to adapt will prolong its future.
How valuable would it be in either of these situations to be able to either increase or decrease your headcount literally within a matter of hours?
This is genuinely the biggest fear amongst employers – will the work we’re required to do decrease after the 29th March?
Again, no-one really knows, but it’s a huge advantage to business owners to have a workforce that can be just as flexible in size as it is in skillset.
Naturally, industries that have a heavy reliance on EU trading will be the ones at the forefront of the Brexit fallout, so should be the most prepared. These industries include financial services, as well as others such as manufacturing, that may have a diverse multi-national workforce.
If a temporary worker excels in their role, their output will inevitably drive the output of the business which in-turn creates new positions within the company – and who better to fill that permanent role than one of the team who helped create it?
It’s just as easy to move a temporary worker to a permanent position as it was to hire them in the first place.
Could a temp help your business?