Could a Sponsorship Licence boost your construction recruitment?

Construction recruitment has seen some real challenges over 2022, with many firms delaying or even turning down projects due to labour shortages. This has seen Sponsorship Licences become a sought-after option for construction firms looking to source great candidates. But is the Sponsorship route right for your business? We take a look at some of the factors your organisation might wish to consider.

Does your construction role meet minimum salary and skill requirements?

Challenge: The present skills shortage extends right across the board, from engineers, valuers and architects through to skilled trades and casual labourers. However, not all roles meet the minimum skill and salary thresholds for recruiting skilled workers from abroad. The temptation can be for recruiters to tweak the job description to achieve the visa points needed. (For example with an inflated salary or responsibilities.) However, this could result in costly compliance breaches.

Solution: A Sponsor Licence lawyer can work with you to ensure your Sponsorship strategy is fully compliant and advise you of any potential conflicts. We can also discuss your construction recruitment plans in depth and advise whether the Sponsorship route is suitable for your business needs.

Takeaway: Seek advice to ensure your Sponsor Licence application and vacancies are compliant.

What if my recruitment needs are urgent?

Challenge: The construction industry moves quickly, and many organisations find themselves having to recruit fast in order to get projects off the ground. Faced with navigating the immigration and visa system against the clock, many firms take the approach of ‘better the devil you know’ and opt for traditional recruitment methods, focusing on the UK domestic market. However, this could be a missed opportunity in terms of both ROI and recruitment lead time.

Solution: For your urgent recruitment needs, you may wish to look at the Sponsor Licence priority service. This option can reduce application times down to as little as 10 days. More generally, working with a Sponsor Licence specialist to prepare your application allows you to target your resources and streamline the application process.

What are my options for short-term projects?

Challenge: Many construction firms have traditionally relied on flexible labour for intermittent or time-bound projects. Prior to Brexit many short-term workers were recruited from the EU.

Solution: A standard Sponsorship Licence may not be the most suitable option in this scenario. However, another option to consider here is a Temporary Worker Sponsor Licence. From April 2022, several new routes for temporary workers opened up under the Global Business Mobility Visa. (An example is the ‘Service Supplier’ route for professionals providing contracted services). 

Could a Sponsor Licence give your construction recruitment strategy an edge?

Construction employers and recruiters find Sponsorship Licences particularly attractive for a number of reasons. Your construction organisation can:

  • Boost its competitive advantage: gain access to a large untapped pool of skilled workers;
  • Increase staff retention and maximise ROI: the Skilled Worker route attracts reliable and motivated employees who wish to grow within your organisation; and
  • Lower recruitment costs: reduce uncertainty and attract rather than chase staff.

Our Sponsor Licence lawyers are specialists in this area and can support your organisation at every step of its Sponsorship Licence application. If you’d like to discuss your organisation’s needs with an expert, get in touch to schedule a free, no-obligation chat. Speak with us on 0800 066 2219 or reach out to us at [email protected].