If, and it’s still seems to be an if, the UK leaves the EU, there can be little doubt we will see a considerable amount of relocation of businesses and professional people.
Which raises an important point, that a contact in the Middle East first brought to my attention. If you hire in English (it remains the language of business worldwide) yet most of the candidates speak English as their second language, how can can your stop interviews being a test of English rather than someone potential to perform?
As ever, we think the equal and high-quality support of candidates can improve selection outcomes. Our site is full of advice on and the lexicon of, self-expression. Further, it highlights why candidates are asked about their personal attributes, ambitions etc and empowers people to prepare.
Overall (and we can’t prove this yet) we believe providing the tools contained in the Fair Hiring Project, may prove more valuable to international firms that in those focussed in the UK alone. My own experience doing some teaching at an MBA school (an expensive and excellent one) highlighted to me how important it is that international candidates broaden and deepen their capacity to express themselves in interviews, if they are going to achieve their full potential in English speaking roles.
Today, Brexit looks at total mess — it our hope that as a focus shifts to international redeployment and skilled labour starts to move around more rapidly, that our tools will help global businesses to achieve their HR objectives.