Much has been said about what a post-Brexit Britain may look like. The truth of the matter is that none of us really know for sure. What is clear is that it is already having an impact on workforces and employment across some key sectors, particularly Health & Social care.
A report published by Independent Age in September 2016 laid bare a number of alarming predictions on the likely impact to the social care workforce of different migration scenarios. Two years on and some of these predictions are beginning to play out, with a number of EEA migrants already leaving the UK in preparation for Brexit, rather than waiting to see how the changes will affect their immigration status.
What we have noticed is that whilst many Health & Social care providers are talking about these issues and expressing real concern, only some are taking positive action to make themselves (and the sector as a whole) more attractive to British workers.
In the past two years, we have seen a noticeable increase in demand for our marketing, PR and video production services to appeal to would-be candidates rather than potential customers. I can only see this continuing in the coming months and years, as organisations continue to ramp up their efforts to be seen as an employer of choice.
I have written previously about the importance of effective Employer Branding, but in order for your brand to resonate with potential active and passive employees, a robust strategy is needed covering Objectives, Audience, Key Messages, Platforms, Content Strategy, Measurement.
Employer brand describes an employer's reputation as a place to work, and their employee value proposition, as opposed to the more general corporate brand reputation and value proposition to customers - WIKIPEDIA
This is more than I can cover in one blog and you may see some hints and tips to follow, but suffice to say this is an area of work that our friendly and experienced team can and do support a number of forward-thinking companies with.