I spend my days talking to hiring managers and supply chain leaders across the FMCG sector. Recently, our conversations have shifted. A few years ago, many businesses moved away from international recruitment, but I am now seeing a significant reversal. More startups, SMEs, and large firms are applying for sponsor licenses to secure the talent they need as the shortage of top tier Ops talent has declined or become ever more comfortable with job sitting as opposed to job hopping.
This shift reminds me of the market trends we saw before 2016 – over 50% of the talent we hired before then were EU / Aus & NZ nationals. Since Brexit, the local talent pool has changed, and many businesses haven found specialised sourcing more of a challenge until visa rules evolved in recent times meaning that sponsoring visas has once again become an avenue to fill specialised roles.
The Return to Global HiringI have noticed that more FMCG companies are now viewing a sponsor license as a necessary tool rather than a last resort. While the process involves paperwork and specific costs, the return on investment is clear. By looking beyond the UK borders, my clients can access a much larger group of professionals who bring fresh perspectives to supply chain challenges – sure there is a but of leg work up front and lead times can be a little longer than a normal notice period but if access to talent is key, its worth the wait!
Higher Quality and Better EducationThe quality of candidates available through visa sponsorship is often exceptional. I regularly speak with applicants who hold master’s degrees in logistics or specialised supply chain certifications. These individuals often have a high level of education and technical training that is hard to find in the local market.
Beyond their qualifications, these candidates often bring a unique set of skills:
- Multilingual abilities: Many candidates I represent speak two or three languages fluently. For an FMCG business dealing with international suppliers or European distributors, this is a practical advantage that improves daily communication.
- Global experience: Professionals who have worked in different regulatory environments often bring better problem-solving skills to a UK team.
- Commitment: Candidates seeking sponsorship are often highly motivated to succeed and stay with a business long-term, which helps reduce staff turnover – a lot of local talent, particularly at a junior level have ‘fallen into’ Operations and whilst that’s fine, it doesn’t necessarily breed the forward thinking leadership minds some clients of our crave.
Solving the “Tricky to Fill” RolesWe all know that some roles are harder to fill than others – whether it is a niche demand planner, analyst or lean PM with specific six sigma experience, the local candidate pool can at times be thin.
I find that offering sponsorship allows my clients to stop compromising. Instead of hiring the “best available” person locally, they can hire the “best person for the job” from a global pool. It removes the geographical barriers that often slow down the hiring process for critical positions.
Understanding the Costs and SalariesI often get asked about the financial side of sponsorship. It is important to be specific here. To sponsor a worker under the Skilled Worker route, businesses must now meet higher salary thresholds. For many roles, this means a minimum salary of £38,700, or the specific “going rate” for that job role, whichever is higher.
While this is an increase from previous years, many of my clients find that the cost is justified by the high calibre of the talent they receive. I help hiring managers look at these figures early in the process so they can plan their budgets accurately – for the first time sponsoring, expect costs in the region of 10k but thereafter costs significantly decrease and friction in making the transition becomes easier to manager.
A Practical Solution for GrowthThe trend is clear: FMCG businesses are becoming more open to sponsorship to drive their growth. It is a practical solution to the talent shortages that have persisted since 2016.
By expanding the search, I can help my clients find the exact skills they need to keep their supply chains moving…… and who doesn’t want that?!
