The European Union (EU) is responsible for carrying out numerous jobs in the UK. Whether it’s a construction worker, a butcher, a dentist, or a driver, most of these jobs are under the control of the EU. However, ever since Brexit took place, there has been uncertainty about a lot of jobs in the UK. Following the Brexit, migration has fallen, and there are a few shortages in the major areas of the economy, which is troublesome for the labor market. An online job search pattern shows that fewer people are finding jobs in the UK. International job search traffic reveals the migration patterns and acts as an actual indicator of job search.
The interest of a European job seeker to find jobs in the UK has been decreasing ever since Brexit occurred. Healthcare and construction sectors are affected the most in terms of “Brexodus.” On the other hand, sectors that include technology, finance, and language skills have not been affected by Brexit as yet. The information implies that the UK can maintain its recognition as a global tech and banking magnet even after Brexit. However, this is possible if the migration policies are more flexible and internationally accommodating. The decline in European jobseekers losing interest in the jobs in the UK has begun since the referendum had taken place, which highlights the face that Brexit could substantially affect jobs in the UK.
Jobseekers’ interests are in accordance to the sterling’s value
A weaker pound showcases the UK as less attractive in the eyes of the job seekers. It is so because it doesn’t benefit their purchasing power. Again, a weak pound comes in the context of the “no deal” Brexit and its effect on the sterling. When observing the search result for European job seekers searching for jobs in the UK, we compared it to all the EU- cross-border searches. As a result, search for jobs in the UK has decreased substantially. European job seekers, are, therefore, finding other job opportunities more attractive.
Areas of the economy that will most probably be affected by Brexit
According to the Labor Force Survey, the EU consists of the highest number of workforce. Jobs in the UK those are most likely going to be affected by Brexit include veterinarians on top of the list under the category of high-skilled jobs. After them, doctors, engineers, and environmentalists are most probably going to be affected by the Brexit. Apart from these jobs, dentists, architects, and city electricians are also more exposed to the effects of Brexit.
Medium-skilled jobs in the UK that are vulnerable to Brexit include vehicle paint technicians on the top (mainly the automotive industry), butchers, chefs, poultry dressers, painters and decorators, etc.
Low-skilled jobs in the UK that will fall victim to Brexit include packaging, processing, sorting food jobs, house-keeping, drivers, babysitters, etc.
In conclusion, Brexit will affect a large number of jobs in the UK.
If your worried about looking for work in the UK then get in touch today, we work with a huge range of companies around the UK who are always looking for new workers and staff.
In the United Kingdom today, the job market is becoming ever so demanding with figures suggesting that each job commanding around ten candidates to fill an opening of just one position. This demand has made it much more difficult to ensure you get the position but there are many ways to ensure that you get that position.
One of the first points of contact a potential employer will have with you is when they receive your cover letter with your CV. Many employers and statistics show that this first impression is very important to showcasing your skills as well as a little bit about you. A well designed and presented CV can help you secure your job.
The first thing you need to do is take your current CV and get someone else to read through. Whether this is a friend or family member to make sure the written content of your CV, is easy to read and complimentary of your character. Once this has been read several times this will lead into my next point.
Spelling & Grammar
Spelling and grammar are crucial in any well presented CV. There is no excuse for poor spelling as all computers with internet can provide tools such as spell checkers and third party applications like Grammarly which will enhance your sentence structure. As this is the first point where an employer see anything from you, this needs to be accurate and correct.
Handwritten or typed CV?
Surprisingly many people still have only handwritten CV’s. These types of CV’s are not ideal to reproduce or expand on your skills. Using a computer program such as Google Docs or Microsoft Word to build your CV will instantly improve your chances and create a well rounded CV.
You do not need to be an artist or graphic designer to provide a stunning CV that blows the socks off a future employer. As long as your new CV design is clean, clear and concise you will have an employer hooked to read. Use good white space and borders can also have a huge impact on the readability of your CV. If you are unsure on how to create a good design take a look at Google there are many good example of simple CV designs that can be achieved easily.
Once you have your new CV ready to go, get your friends and family to read over it to make sure any little errors or mistakes can rectified before handing to potential employers. Once approved send it over to us and we’ll send it off to the appropriate client/company.
Workplace discrimination is a phenomenon suffered by people of all ages, genders, ethnicities, races, religions and sexual orientation. There is no denying that positive action needs to be taken so that some progress can be made in establishing working fair working environments.
The need for action is especially dire during the hiring process –most people feel that it is the time when the heaviest of biases play in. More often than we would like to admit, women are denied job opportunities because of their gender. African American find it harder to get a job than the average white individual. Problems like these still exist in the 21st century and solutions are demanded by everyone who is affected.
One of the main solution proposed is blind recruitment. This would entail that at the time of recruitment of new employees, the names, ages, genders and race of the potential employees were removed from their CVs. This ensures that people are judged based on their talents, skills and potential rather than their identity. This is one step towards ensuring that employer bias does not play a role in recruitment.
The question then remains, is this the best solution?
Many argue that removing the identity of the person from their CV has certain disadvantages at the time of recruitment. They argue that the one factor that makes them unique is stripped out and what employers are left with is a similar pool of applicants to choose from. The whole process becomes mundane. Additionally, many fear that it could cause more harm. In a situation where someone’s age was not excluded from their CVs, they could use it as grounds to challenge the company and sue it if they do not get the job. It would give them a clear claim of discrimination existing on the basis of age.
However, despite these few disadvantages, blind recruitment is considered to be the right move for the removal of workplace discrimination. Through this process, companies will be able to increase the diversity within their workplace thus resulting in a more accepting environment.
Additionally, many have opted for having an entire hiring committee that sits through interviews and asks questions. Through the say of a group of people regarding who to hire, the chances of bias existing are diminished substantially.
The reality is, people will still be discriminated upon the basis of their talent and qualifications but that is the nature of the job sector. While the process can be made as inclusive as possible, it will be almost impossible to prevent employers from hiring someone who they deem to be the most qualified for the job. Regardless, blind recruitment has been a motivating factor for many individuals as companies see a rise in applicants when they promise that the hiring process is kept as anonymous as possible. It is definitely the least that employers can do in order to ensure that people are not discriminated against something they have no control over – like gender or race.