Brexit's Impact on Recruitment: Analysis of UK Education & Healthcare

This report explores the impact of Brexit on recruitment processes within UK organizations, specifically focusing on the education and healthcare sectors. The analysis is based on survey data collected by YouGov plc. for The Chartered Institute of Personnel and Development and The Adecco Group. ...Read More

Report Writing

Contents
INTRODUCTION...........................................................................................................................................3
MAIN BODY.................................................................................................................................................3
(a) Explore the data provided in order to gain an understanding of the information required by the
Government............................................................................................................................................3
Highlight interesting findings.................................................................................................................17
e. Make recommendations to the Government about the possible impact of Brexit and the proposed
new immigration system on organisations............................................................................................17
REFERENCES..............................................................................................................................................19

INTRODUCTION
The UK's involvement in the EU has made it easier for European qualified and unqualified
people to begin work in the country. For many UK entrepreneurs looking for prospective hires,
this has been considered as a benefit of being a part of the Eu. Many jobs that were previously
considered unappealing will become more enticing as a result of this. To most businesses, the
number of companies experiencing difficulty with recruitment has risen. This is due in part to the
fact that the majority of UK nationals who have migrated to stay in the Country has not increased
in lockstep with total job robust growth.
As per the CIPD's Labour Market Overview (LMO) report, the percentage of businesses
reporting difficult-to-fill positions jumped from 56% in the Spring 2017 report to over three-
quarters (61%) in the Spring 2019 edition. As a result, many companies are hiking
compensation, particularly for critical employees and new hires. As per the LMO Autumn 2019
study, 59 percent of private corporations raised salaries to cope with recruitment challenges. This
report based on the impact of Brexit on the recruitment process and for this collected data for
different industry like health care and education sector. In this report consist of organizations are
planning to grow and shrink their workforce and carry out new points on basis of new
immigration system in operation.
MAIN BODY
(a) Explore the data provided in order to gain an understanding of the information required by
the Government.
Q1. Is your
organisation
planning to
recruit employees
in the next
THREE months?
Education Healthcare
Education Healthcare
Unweighted base 229 132
Base 171 163 Mean 114.2 Mean 91.6
Yes 88 113 Standard Error
38.0544
3 Standard Error 28.9026
No 67 43 Median 88 Median 113
Don't know 16 7 Mode #N/A Mode #N/A
Standard
Deviation 85.0923
Standard
Deviation
64.6281
7
Sample
Variance 7240.7
Sample
Variance 4176.8

Kurtosis -1.26401 Kurtosis -1.86189
Skewness 0.42341 Skewness -0.43305
Range 213 Range 156
Minimum 16 Minimum 7
Maximum 229 Maximum 163
Sum 571 Sum 458
Count 5 Count 5
Unweighted
base Base Yes No Don't know
0
50
100
150
200
250 229
171
88
67
16
132
163
113
43
7
Education
Healthcare
Q3. Is your
organisation
planning to
make any
redundancies
during the next
THREE
months?
Education Healthcare Education Healthcare
Unweighted
base 229 132
Base 171 163 Mean 114 Mean 91.6
Yes 31 18 Standard Error
38.7220
9 Standard Error 28.2818
No 106 112 Median 106 Median 112
Don't know 33 33 Mode #N/A Mode #N/A
Standard
Deviation
86.5852
2
Standard
Deviation
63.2400
2
Sample
Variance 7497
Sample
Variance 3999.3
Kurtosis -1.86252 Kurtosis -2.53232
Skewness
0.38662
6 Skewness -0.26606
Range 198 Range 145
Minimum 31 Minimum 18

Maximum 229 Maximum 163
Sum 570 Sum 458
Count 5 Count 5
Unweighte
d base Base Yes No Don't know
0
50
100
150
200
250 229
171
31
106
33
132
163
18
112
33
Education
Healthcare
Q3a. To
what extent
will these
redundanci
es affect
your
overall
headcount
over the
next three
months?
Educatio
n
Healthca
re Education Healthcare
Unweighte
d base 41 16
Base 31 18 Mean 12.875 Mean 6.5
It will affect
0.01% to
10%
17 4 Standard
Error 5.45906
Standard
Error
2.34520
8
It will affect
10.01% to
20%
7 4
Median 5 Median 4
It will affect
20.01% to
30%
2 2
Mode 1 Mode 4
It will affect 1 5 Standard 15.4405 Standard 6.63325

30.01% to
40% Deviation 5 Deviation
It will affect
by 40.01%
to 50%
2 Sample
Variance
238.410
7
Sample
Variance 44
It will affect
50.01% to
60%
1
Kurtosis
-
0.08419 Kurtosis
-
0.03811
It will affect
60.01% to
70% Skewness 1.16271 Skewness
1.30198
1
It will affect
70.01% to
80% Range 40 Range 17
It will affect
80.01% to
90% Minimum 1 Minimum 1
It will affect
90.01% to
100% Maximum 41 Maximum 18
Don't know 3 1 Sum 103 Sum 52
Count 8 Count 8
Q4.
Thinking
about the
next
THREE
months,
what will be
the overall
effect of
recruiting
new staff
and/or
making
redundancie
s?
Educati
on
Healthca
re Education Healthcare
Unweighted
base 229 132
Base 171 163 Mean
68.222
22 Mean
66.333
33
Maintain 114 74 Standard 27.789 Standard 18.077

total staff
level Error 28 Error 76
Increase total
staff level 21 70 Median 30 Median 70
Decrease
total staff
level
30 9
Mode 21 Mode 70
Don't know 7 10 Standard
Deviation
83.367
83
Standard
Deviation
54.233
29
Promoters 21 70 Sample
Variance
6950.1
94
Sample
Variance
2941.2
5
Detractors 30 9
Kurtosis
0.1307
81 Kurtosis
-
0.3109
8
Net
Employment
Score
-9 60
Skewness
1.1997
27 Skewness
0.6358
1
Range 238 Range 154
Minimum -9 Minimum 9
Maximum 229 Maximum 163
Sum 614 Sum 597
Count 9 Count 9
Unweighted base
Base
Maintain total staff level
Increase total staff level
Decrease total staff level
Don't know
Promoters
Detractors
Net Employment Score
-50
0
50
100
150
200
250 229
171
114
21 30
7 21 30
-9
132
163
74 70
9 10
70
9
60
Education
Healthcare
Q4_rc.
Thinking
about the
next
THREE
Educati
on
Healthca
re Education Healthcare

months_,
what will be
the overall
effect of
recruiting
new staff
and/or
making
redundancie
s?
Unweighted
base 134 93
Base 101 116 Mean 41 Mean
51.555
56
Maintain
total staff
level
62 36 Standard
Error
15.872
76
Standard
Error
13.477
46
Increase total
staff level 16 69 Median 19 Median 63
Decrease
total staff
level
19 6
Mode 16 Mode 6
Don’t know 5 6 Standard
Deviation
47.618
27
Standard
Deviation
40.432
39
Promoters 16 69 Sample
Variance 2267.5
Sample
Variance
1634.7
78
Detractors 19 6
Kurtosis
0.3588
37 Kurtosis
-
1.2258
4
Net
Employment
Score
-3 63
Skewness
1.2580
84 Skewness
0.1545
35
Range 137 Range 110
Minimum -3 Minimum 6
Maximum 134 Maximum 116
Sum 369 Sum 464
Count 9 Count 9
QE1. In the
past three
years, has
your
organisatio
n employed
people from
Educati
on
Healthca
re
Education Healthcare

any of the
following
groups?
Please tick
all that
apply.
Unweighted
base 229 132
Base 171 163 Mean
80.4285
7 Mean
73.8571
4
People aged
50-64 123 107 Standard
Error
17.2224
3
Standard
Error
11.6844
3
People aged
65 and
above
53 65
Median 71 Median 74.5
People with
a disability
or long-term
health
condition
88 82
Mode #N/A Mode #N/A
People from
a Black,
Asian or
minority
ethnic
background
112 94
Standard
Deviation
64.4404
5
Standard
Deviation
43.7191
3
People aged
19-24 with
few or no
qualification
s
87 93
Sample
Variance
4152.57
1
Sample
Variance
1911.36
3
People aged
16-18 with
few or no
qualification
s
44 57
Kurtosis 0.71463 Kurtosis
-
0.16229
Ex-offenders 19 28 Skewness
0.96785
9 Skewness
0.37777
6
Parents
returning to
the
workforce
105 86
Range 224 Range 154
People
returning to
the
workforce
55 67
Minimum 5 Minimum 9

after time
out of the
labour
market for
reasons
other than
having a
child, for
example
because of
other caring
responsibiliti
es or a
health
condition
War
veterans 24 30 Maximum 229 Maximum 163
None of the
above 5 9 Sum 1126 Sum 1034
Don't know 11 21 Count 14 Count 14
WA1.
Which of
the
following
flexible
working
arrangemen
ts, if any,
does your
organisation
offer?
Please select
all that
apply.
Educati
on
Healthca
re Education Healthcare
Unweighted
base 229 132
Base 171 163 Mean 77 Mean
65.866
67
Flexi-time 59 84 Standard
Error
16.601
01
Standard
Error
11.288
79
Annualised
hours
44 43 Median 58.5 Median 52

contract
Term time
working 106 42 Mode #N/A Mode #N/A
Jobsharing 84 68 Standard
Deviation
62.115
28
Standard
Deviation
43.721
3
Zero-hours
contract 38 46 Sample
Variance
3858.3
08
Sample
Variance
1911.5
52
On-call
working 15 52 Kurtosis
1.6227
36 Kurtosis
0.5306
73
Working
from home
on a regular
basis
64 72
Skewness
1.3657
11 Skewness
0.8666
36
Home
working
(always
working
from home)
25 39
Range 220 Range 160
Part-time
hours 123 119 Minimum 9 Minimum 3
Compressed
hours (e.g.
4.5 day
week, 9 day
fortnight)
58 66
Maximum 229 Maximum 163
Career
breaks 53 49 Sum 1078 Sum 988
Other 3 Count 14 Count 15
None of
these 9 10
QM4.
Does your
organisati
on
currently
employ
any EU
nationals
in the UK?
EU
nationals
are people
Educatio
n
Healthca
re
Education Healthcare

working in
the UK
who are
citizens of
another
country in
the
European
Union,
including
the
Republic
of Ireland.
Unweighte
d base 229 132
Base 171 163 Mean 114.2 Mean 91.4
Yes 114 116 Standard
Error
39.8163
3
Standard
Error
29.3676
7
No 46 39 Median 114 Median 116
Don't know 11 7 Mode #N/A Mode #N/A
Standard
Deviation
89.0320
2
Standard
Deviation 65.6681
Sample
Variance 7926.7
Sample
Variance 4312.3
Kurtosis
-
1.65064 Kurtosis -2.1085
Skewness
0.16524
5 Skewness
-
0.43585
Range 218 Range 156
Minimum 11 Minimum 7
Maximum 229 Maximum 163
Sum 571 Sum 457
Count 5 Count 5

Unweighte
d base Base Yes No Don't know
0
50
100
150
200
250 229
171
114
46
11
132
163
116
39
7
Education
Healthcare
M3b_rc_UK. Approximately what proportion of your workforce is made up of workers from each of
the following countries?Please type in numbers not words e.g. '10' not 'ten'. Please type in '0' if none.
The proportions should add to 100%. (1) - Workers born in the UK
Unweighted base 22
9
13
2 Education Healthcare
Base 17
1
16
3
0 Mean
81.5714
3 Mean
65.2857
1
1-25% 4 2 Standard Error
33.2908
2 Standard Error
23.7463
9
26-50% 5 10 Median 73 Median 50
51-75% 12 19 Mode #N/A Mode #N/A
76-100% 77 50 Standard Deviation
88.0792
4 Standard Deviation
62.8270
5
Don`t know 73 81 Sample Variance
7757.95
2 Sample Variance
3947.23
8
Kurtosis
-
0.51206 Kurtosis
-
1.17492
Skewness
0.91050
3 Skewness
0.66672
8
Range 225 Range 161
Minimum 4 Minimum 2
Maximum 229 Maximum 163
Sum 571 Sum 457
Count 7 Count 7
M7. Education Healthcare

Compared to
the rest of
your
workforce,
do EU
nationals
have a
particularly
large
representatio
n in
particular
occupations
or functions?
Unweighted
base 143 93
Base 114 116 Mean 74.4 Mean 65
Yes 35 37 Standard Error
24.8708
7 Standard Error
17.8801
6
No 73 61 Median 73 Median 61
Don't know 7 18 Mode #N/A Mode #N/A
Standard
Deviation
55.6129
5
Standard
Deviation
39.9812
5
Sample
Variance 3092.8
Sample
Variance 1598.5
Kurtosis
-
1.77292 Kurtosis
-
1.70184
Skewness
0.04258
8 Skewness
0.18752
9
Range 136 Range 98
Minimum 7 Minimum 18
Maximum 143 Maximum 116
Sum 372 Sum 325
Count 5 Count 5

0
40
80
120
160 143
114
35
73
7
93 116
37 61
18
Series1
Series2
M8_new. In
which of the
following
functions do
EU nationals
have a
particularly
large
representati
on in your
organisation
? Please tick
all that
apply.
Education Healthcare
Unweighted
base 41 35
Base 35 37 Mean
10.6666
7 Mean
10.7692
3
Managers,
Directors and
senior
officials
4 7 Standard
Error
3.87754
5
Standard
Error
3.28195
1
Administrati
ve and
secretarial
occupations
3 4
Median 4 Median 7
Elementary
occupations
(e.g.
cleaners,
11 10 Mode 4 Mode 7

catering
assistants,
hotel porters,
etc.)
Process,
plant and
machine
operatives
1 1 Standard
Deviation
13.4322
1
Standard
Deviation
11.8332
4
Sales and
customer
service
occupations
1 4 Sample
Variance
180.424
2
Sample
Variance
140.025
6
Caring,
Leisure and
Other Service
Occupations
4 14
Kurtosis
1.91993
4 Kurtosis
2.01642
6
Skilled trades
occupations 2 7 Skewness
1.73479
4 Skewness
1.73190
7
Associate
professional
and technical
occupations
(e.g. police
officers,
paramedics,
building and
fire
inspectors, IT
operations
technicians
etc.)
4 6
Range 40 Range 36
Professional
occupations
(e.g.
psychologists
, pharmacists,
lawyers etc.)
14 11
Minimum 1 Minimum 1
Other 8 1 Maximum 41 Maximum 37
Don't know 3 Sum 128 Sum 140
Count 12 Count 13
MP9.
Thinking
about your
organisatio
Education Healthcare

n, will you
seek to
recruit EU
nationals
from
overseas in
greater,
about the
same or
fewer
numbers
than usual
before 31
December
2020?
Unweighte
d base 229 132
Base 171 163 Mean
81.4285
7 Mean
65.2857
1
Greater
numbers
than usual
5 7 Standard
Error
32.0912
8
Standard
Error
22.3742
1
About the
same
numbers as
usual
65 60
Median 46 Median 43
Fewer
numbers
than usual
18 23
Mode #N/A Mode #N/A
Not
applicable –
we will not
seek to
recruit any
EU
nationals
before 31
December
2020
46 29
Standard
Deviation
84.9055
5
Standard
Deviation
59.1966
1
Don't know 36 43 Sample
Variance
7208.95
2
Sample
Variance
3504.23
8
Kurtosis
-
0.05855 Kurtosis
-
0.54719
Skewness
1.17721
1 Skewness
1.00931
3
Range 224 Range 156

Minimum 5 Minimum 7
Maximum 229 Maximum 163
Sum 570 Sum 457
Count 7 Count 7
Highlight interesting findings
1. Slowdown in global and decreased dimensions of sustainable as a result of Brexit may exacerbate
larger determinants of health including poverty and access to services. Lengthy markers of these
alterations, such as life expectancy or youth unemployment, will be available to monitor.
2. The loss of free movement of labour is expected to make it much harder for the NHS and aged
welfare to get the personnel they require. Our research demonstrates that now the Covid-19
pandemic has decreased immigration from the EU and the rest of the planet significantly, even
before the Brexit reforms take place, with a 70% decline in migrants accessing the employment
market. As a result of the epidemic, the UK now has to drastically increase migration starting in
2021 in required to address government obligations on healthcare and adding adequate elderly
welfare.
e. Make recommendations to the Government about the possible impact of Brexit and the
proposed new immigration system on organisations
Brexit have impacted widely on measures undertaken by Government to recruit people in
educational as well as healthcare sector. (Dam, Chan and Wayland, 2018). In case with
educational sector, it is recommended to Government of UK to adopt workforce planning.
While EU workers make around 7% of UK workforce that suggest that following Brexit, there
are some EU workers that will select to fill roles in future. It is not possible for government to
offer highest pay, while one third of workforce considers benefits in form of packages that are
key consideration for new jobs. When government makes decision to operate with similar set of
values addition to working ways, they can also offer holiday incentives, flexible working, fitness
programme and discounts in employee benefits. On other hand, it is recommended to
government to recruit talents in healthcare sector after Brexit impacts through improving
assessment and hiring process as well as going mobile first. In healthcare market, candidates
grow disinterested in long back as well as forth. After Brexit, around 69% of healthcare
providers are worried for competition for talents. So, with proper skill assessment and top end

assessment tools, government of UK can attract talents to ensure that it have best qualified
applicants to serve citizens.
In context to new immigration system of UK, it is recommended to government to adopt
automatic adjustments of Visas and employment based green cards caps. For this,
government of UK must tie growth related to employment based visas in most of its relevant
sector so to ensure that annual number of visas that are available must matches to demands of
UK economy over time. Another suggestion to proposed new immigration system on
organizations is to reduce long times of waiting for family sponsored as well as employment
related immigrants. Immigrants frequently argues about wait in line, so it is recommended to
apply right way so that people apply permanent residence ort temporary visa via legal
immigration system. Focusing on State sponsored visas is also recommended to government
for proposed immigration system which will make sense within economically diverse country. In
this, circumstances of each state as well as locality will be focused and centralization will lead to
polarized immigration. Government must permit sponsor migrant for own criteria within federal
supervision.
It is determined that immigration is most essential driver of prosperity, however, its potential
in new proposed immigration system is suppressed by central bureaucracies, out of date policies
and restrictions politics (Lynch, Whitaker and Cygan, 2019). It is recommended to government
of UK to adopt system of community visa that is local solution to UK’s immigration deadlock.
Communities with widest requirements for immigrants in rural areas. UK needs a new approach
so to aid businesses of all sizes so that they get workers which they require, to renew
communities threatened through decline of demographic and build local support for the purpose
of liberalised immigrations.

REFERENCES
Books and Journal
Dam, H., Chan, J. and Wayland, S., 2018. Missed opportunity: International students in Canada
face barriers to permanent residence. Journal of International Migration and
Integration, 19(4), pp.891-903.
Lynch, P., Whitaker, R. and Cygan, A., 2019. Brexit and the UK Parliament: challenges and
opportunities. In Brexit and Democracy (pp. 51-79). Palgrave Macmillan, Cham.