This scientific work will deal with the opportunities and risks of abolishing the free movement of workers. The focus will be on forecasting the possible effects on European recruitment. Using an analogy between the United Kingdom and an EU member state (Germany), precise differences will be analysed and challenges from different aspects will be examined.
Brexit is currently a precedent case with already many political and economic implications. Accordingly, the research approach of this thesis is a literature analysis in combination with a scenario model. This is intended to present various exit scenarios of Great Britain vis-à-vis the EU and, in combination with an analysis of publications, to form recommendations for action for these scenarios.
On 23 June 2016, the inhabitants of the United Kingdom voted in a referendum by a majority of 51.9 to 48.1 percent in favour of their country leaving the European Union (EU). The decision to "British exit" (brexit) marks a turning point in the more than 40-year relationship between the United Kingdom and the European community of states. It is the first time that a member leaves the European family of states – a decision of primarily symbolic significance, which brings with it decades of constant enlargement and restriction of the EU's internal market.
In the campaign for EU withdrawal, the issue of "abolition of free movement of workers" and the associated immigration played a central role. It aims to reduce immigration and its dangers, such as "state loss of control and surveillance". From an EU perspective, every EU citizen loses the opportunity to take up and pursue work in the United Kingdom under the same conditions as citizens between EU states. From a UK perspective, the decision has a clear political objective, but it can have devastating consequences for the domestic economy.
Table of Contents
1 Problem definition
2 Theoretical background of brexite
2.1 Brexite as a challenge
2.2 United Kingdom
2.2.1 Economics
2.2.2 Multicultural society and immigration
2.3 European Union
2.3.1 Internal Market of the European Union
2.3.2 Free movement of workers
2.3.3 VWL Germany
2.4 Comparison of national economies
2.5 Impact to date
3. basics of classical recruitment
3.1 Classification of Recruitment in Human Resources Management
3.2 Principles and objectives of recruitment
3.3 Distinction between internal and external recruitment
4 Recruitment of skilled workers in the EU
4.1 European recruitment channels
4.1.1 Public employment services
4.1.2 Private Employment Agencies
4.1.3 Personnel leasing
4.1.4 Recruitment fairs
4.1.5 Online recruitment
4.1.6 Job advertisements in newspapers and magazines
4.1.7 University marketing
4.2 Shortage of skilled workers
4.3 Immigration
5 Forecast of European personnel recruitment after UK exit from the EU
5.1 Brexite vs. free movement of workers
5.1.1 Current situation
5.1.2 Restrictions on cross-border staff deployment
5.2 Scenario analysis - free movement of workers after Brexit
5.2.1 Scenario 1 - The 'Norwegen" scenario:
5.2.2 Scenario 2 - The 'Schweizer" scenario:
5.2.3 Scenario 3 - The 'Drittstaat" scenario:
5.2.4 Scenario 4 - The WTO option:
5.2.5 Scenario 5 - Free trade agreements
5.3 Impact on labour migration
5.4 Skills shortages in the United Kingdom
5.5 Shortage of skilled workers in Germany
6 Impact on European recruitment
6.1 Recruitment in the United Kingdom
6.1.2 Opportunities and risks for British recruitment
6.2 Recruitment in Europe - Germany
6.2.1 Opportunities and risks for German recruitment
7 Conclusion and outlook
7.1 Conclusion
7.2 Outlook
Objectives and Topics
This scientific paper aims to investigate the implications of the United Kingdom's withdrawal from the European Union (Brexite) on European skilled worker recruitment. The central research question explores the risks and opportunities for labor markets, specifically focusing on the abolition of the free movement of workers, and provides a comparative analysis of economic and recruitment-related consequences between the UK and Germany.
- Impact of Brexit on the free movement of labor within the EU.
- Comparative economic and labor market analysis of the UK and Germany.
- Scenario modeling for potential UK-EU post-exit relations.
- Challenges for international recruitment and staffing strategies.
- Strategies for mitigating skilled worker shortages in the face of political uncertainty.
Excerpt from the Book
2.1 Brexite as a challenge
The choice to leave the EU was not an economic but a cultural uprising. It was ein Aufstand against a liberal, urban Britain - against London, against the cultural elite, against immigration. After all, the referendum was won with the slogan "Take control".
"British exit" - the decision of the United Kingdom to leave the European Union (EU). British Prime Minister Theresa May officially notified this to the European Council on 29th March 2017 on the basis of Article 50 of the Treaty on European Union thereby launching a two year period for exit negotiations between the United Kingdom (Great Britain and Northern Ireland) and the other 27 Member States (EU-27). Exit negotiations officially started on 19 June 2017. If no conclusion is reached, EU membership will expire without any special arrangement. The EU treaties will then no longer apply to Great Britain. The period may be extended if the European Council decides so unanimously in agreement with the United Kingdom.
This is the first time that the circle of EU member states has become smaller; one of the most populous and economically strongest countries in Europe has decided against the EU project. However, the British remain our European neighbours. Or, as Theresa May rightly said: "We are leaving the EU, but not Europe." The reasons that led a narrow majority to vote against the brexite are complex.
Summary of Chapters
1 Problem definition: Outlines the political decision of the UK to leave the EU and the central role of immigration and free movement issues in this process.
2 Theoretical background of brexite: Examines the cultural and economic drivers behind Brexit and provides context on the UK and EU economies.
3. basics of classical recruitment: Defines the fundamentals of recruitment within HRM and distinguishes between internal and external search channels.
4 Recruitment of skilled workers in the EU: Details various recruitment channels and discusses the challenges of labor shortages and immigration management.
5 Forecast of European personnel recruitment after UK exit from the EU: Analyzes potential exit scenarios and their specific impact on labor migration and skilled worker availability.
6 Impact on European recruitment: Assesses the opportunities and risks for recruitment in both the UK and Germany, including the potential for brain drain or redirection of labor flows.
7 Conclusion and outlook: Synthesizes findings on the uncertainty of future negotiations and the long-term strategic adjustments required for companies.
Keywords
Brexite, United Kingdom, European Union, recruitment, labor migration, free movement of workers, skills shortage, human resources management, labor market, exit scenarios, economic impact, recruitment channels, workforce mobility, employment, staffing.
Frequently Asked Questions
What is the core focus of this research paper?
This paper examines how the United Kingdom's withdrawal from the EU affects the recruitment of skilled workers across Europe, balancing the economic shifts in the UK against the relatively stable market in Germany.
What are the primary themes discussed in the work?
The study centers on the free movement of labor, the economic comparison between the UK and Germany, various exit scenarios, and the resulting challenges for HR departments and recruitment strategies.
What is the central research question?
The research seeks to forecast the effects of the abolition of free movement on European recruitment and to evaluate the specific opportunities and risks this presents for the British and German labor markets.
Which scientific methodology is utilized?
The author employs a combined approach of literature analysis and a scenario-based model to evaluate different potential exit outcomes and their impacts on migration and staffing.
What topics are covered in the main section of the paper?
The main section covers the theoretical background of Brexit, the fundamentals of professional recruitment, specific recruitment channels in the EU, and detailed scenario analyses regarding future UK-EU relations.
Which keywords best characterize this work?
Key concepts include Brexite, skilled worker shortage, recruitment channels, labor migration, and free movement of workers.
How does the author define the 'Norwegen' scenario?
This scenario assumes the UK joins the European Economic Area (EEA), allowing continued access to the EU internal market but requiring the UK to accept freedom of movement and pay into the EU budget without having a say in policy creation.
What does the empirical data regarding nurses and midwives suggest?
Data from the Nursing & Midwifery Council (NMC) indicates a significant drop in the number of EU workers registering in the UK post-referendum, reflecting a growing shortage of skilled medical professionals.
What individual strategies are suggested for British companies?
Companies are advised to enhance internal recruitment and promotion policies, invest more in local training, and manage the uncertainty of the exit process through improved employee retention efforts.
- Arbeit zitieren
- Joshua Nganyadi (Autor:in), 2018, Brexit as a challenge for the European recruitment of skilled workers, München, GRIN Verlag, https://www.grin.com/document/703463
