Brexit will push UK businesses to embrace the ‘now economy’, plugging staffing gaps with temporary workers recruited through technology.
This is among the findings in a research paper called 'Future of Flexible Work: Recruiting in the ‘now economy’, published by Adia – a digital recruitment platform for the hospitality, events and industrial sectors.
Uncertainty surrounding Brexit coupled with a weaker pound is already a challenge for businesses trying to attract temporary staff, says the study. It also suggests that businesses will need to reach quality ‘flexible’ workers faster and in greater numbers, using social media, apps and other innovative methods.
Adia CEO Ernesto Lamaina, said: "A recent study by KPMG warned that the sector would need to recruit another 60,000 workers a year on top of 200,000 staff already required to meet its needs if EU migration is restricted.
"With all trends suggesting that the ‘now’ society will grow, businesses must move with it to ensure they are recruiting the kind of quality staff they need to operate."
The Department for Business, Energy and Industrial Strategy suggests there are close to 2.8 million people working in the ‘now economy.’ Over half of these (56%) are aged 18 to 34.
They are made up of those who choose to earn their main income from flexible work; casual earners who take on flexible work on the side of permanent positions; individuals who take on flexible work in addition to permanent work as a financial necessity, and those who have to pursue flexible work but would like a permanent position
Lamaina continued: "As the world of work evolves, there will no longer be a requirement or option to employ as many full-time, permanent staff. This is matched by a shift in mindset from younger generations, away from the traditional 9-5 and towards short-term work, which offers them greater autonomy.
"Workers are missing out on jobs because the job-seeking system isn’t working for them; they don’t have the flexibility they want; they aren’t receiving the pay they require, and they are continuing to look for employment using traditional methods," adds Lamaina.
The paper suggests this can be changed by matching people to jobs; giving employees the flexibility to choose the jobs they like or that pay well; and embracing technology and AI in recruitment and building trust through things like rating systems.
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