Migrant workers support the UK engineering sector

An Europeople Staffing Solutions product story

Edited by the Engineeringtalk editorial team Dec 7, 2006

Migrant workers have boosted the UK economy, according to a recently published Lords EU Committee report, which found the UK had benefited from its 'open door' policy towards migrant workers in 2004

Engineering is one sector that is benefiting from the arrival and recruitment of migrant workers, particularly as businesses across the country are finding it difficult to recruit skilled and semi skilled workers.

One engineering company, employing over 200 people in Leicestershire, recently turned to Europeople when they were put under pressure to recruit skilled engineers and apprentices to enable the company to maintain quality and productivity.

The business' operations director comments, "We have operated an apprenticeship programme for many years and this approach to recruitment and people development has been particularly successful for the business, for example, over 50 percent of our current senior managers have been trained in-house".

"Traditionally our location has been a positive influence in the recruitment of skilled engineers and apprentices, but in recent years the business has struggled to attract new apprentices and more importantly retain personnel who have recently completed their apprenticeships".

This business turned to migrant workers to fill their skills gap.

"The migrant workers we recruited have proved themselves to be hardworking and have fitted well into the business".

"I would certainly recruit migrant workers again, particularly if I am not able to recruit skilled workers locally in the future".

"Although I do not think that recruiting migrant workers is necessarily the solution to the current skills shortage within the engineering industry, it is certainly a positive way of managing the current situation", says the Operations Director.

John Davison, director of Europeople, a recruitment agency that has been matching the needs of businesses in the UK and workers from Eastern Europe since 2001, has outlined a series of issues that any engineering business considering recruiting migrant workers should consider: Understand the candidates/workers - think about the reasons why a candidate is seeking work in the UK.

Appreciate and consider the enormous decision a worker makes to and impact of leaving your home and seeking work in a new country with a new culture.

- Consider your legal position - anyone who works in the UK needs to be legally entitled to do so.

Nationals from the May 2004 EU member states (including Poland, Lithuania and Latvia) are free to come to the UK, although these rules will change with the accession of Bulgaria and Romania in January 2007.

Confirm the eligibility of workers that are recommended to you to ensure they meet the eligibility rules governing working in the UK.

If you are using an agency confirm who will take responsibility for completing the necessary documentation.

Remember the paperwork - nationals from new EU member states will need to register with the Home Office's Worker Registration Scheme and will also be required to have National Insurance numbers and open bank accounts when they start work.

Put in place ongoing support for your and your worker and do not forget your existing workforce - by ensuring they are fully briefed before coming to the UK and that there is an induction and support programme to help them in their first few weeks.

If you are working with an agency, discuss what kind of candidate support they offer.

For example, will they help workers find suitable accommodation or a loan to purchase essentials until they are paid?.

Existing workers may feel threatened by your decision to appoint workers from the EU, so take time to discuss their concerns and address them in full, recognising that some workers may not be confident enough to bring their worries to your attention.

Language does not have to be a barrier - workers may lack confidence in their English when they arrive in the UK and you may need to be patient and 'show them the way'.

Language issues can be resolved simply, for example, by ensuring workers carry an English language dictionary.