The talent acquisition landscape has transformed dramatically since Brexit, creating both challenges and opportunities across key UK industries. Our analysis reveals how different sectors are adapting their recruitment strategies to thrive in this new environment.
Industry-Specific Impacts & Strategies
Manufacturing & Engineering The manufacturing sector has experienced a 23% reduction in EU applications since Brexit, with specialized engineering roles seeing the most significant impact. Companies are responding by:
- Developing apprenticeship programs focused on CNC, robotics, and automation specialties
- Establishing global talent pipelines, particularly from India, Malaysia, and South Africa
- Investing in upskilling programs to transition existing personnel into hard-to-fill roles
Transportation & Logistics With a critical 15% shortage in qualified HGV drivers and warehouse specialists, the sector has implemented:
- Streamlined visa pathways for qualified drivers through the Skilled Worker route
- Comprehensive benefits packages offering housing support and relocation assistance
- Virtual assessment centers to efficiently evaluate global candidates
Healthcare & Life Sciences The healthcare sector continues to rely heavily on international talent, with new strategies including:
- Ethical recruitment programs targeting WHO-approved source countries
- Clinical adaptation programs to support international nurses and doctors
- Streamlined recognition pathways for overseas qualifications
Financial Services Financial institutions have shifted recruitment focus following changes to passport rights for financial services, with innovations including:
- Remote-first team structures enabling talent acquisition regardless of location
- UK subsidiary models for maintaining EU operations with local talent
- Strategic relocation packages for specialized roles in fintech and compliance
Professional Services Law firms, consultancies, and accounting practices have adapted through:
- Global talent hubs in regional UK cities with lower cost bases
- Qualification conversion programs for international accountants and lawyers
- Hybrid working models attracting talent from wider geographic regions
Public Sector Government agencies and public service organizations are addressing skills gaps with:
- Fast-track conversion programs for international public servants
- Specialized visa pathways for education, healthcare, and social work professionals
- Digital-first recruitment campaigns targeting Commonwealth countries
Technology & Digital Perhaps most adaptable to border challenges, technology companies have implemented:
- Global hiring via Skilled Worker visas for software engineers and data scientists
- Virtual onboarding and remote work as standard operating procedure
- Tech talent attraction programs in emerging global technology hubs
The Accirro Cross-Border Advantage
Accirro’s specialized cross-border recruitment program addresses these challenges through:
- Regulatory Expertise: Navigation of visa pathways specific to each industry
- Cultural Integration: Comprehensive support for international talent adaptation
- Global Sourcing: Established talent networks across key global markets
- Compliance Assurance: Rigorous verification of qualifications and experience
As the UK continues to evolve its approach to global talent, organizations that develop robust cross-border recruitment strategies will gain significant competitive advantages in securing the skills needed for growth and innovation.
