Businesses look abroad to fill skills gaps.

A recent study has found that most HR leaders plan to increase overseas recruitment over the next two years. It’s a trend that mirrors what many employers are already experiencing: a competitive domestic job market and an ongoing struggle to fill key roles.

Whether you’re in tech, manufacturing, healthcare or professional services, it’s becoming clear that looking beyond the UK for talent isn’t just a nice-to-have. For many employers, it’s becoming a necessity.

Recruiting internationally brings huge opportunities, but it also comes with legal and practical challenges. Planning ahead now will make the process much smoother later.

What’s driving the shift?

The UK labour market has been tight for several years and, despite some signs of easing, skills shortages remain a major concern. Many organisations are widening their talent search, and overseas recruitment is becoming an increasingly important part of the solution.

It’s not just large corporates leading the way. Employers of all sizes are applying for sponsor licences and hiring internationally to access specialist skills and fill critical roles.

At the same time, immigration and employment rules continue to evolve. Businesses that are proactive, rather than react to change, will be best placed to recruit successfully and stay compliant.

What should employers be thinking about now?

Here are some key areas to focus on if you’re considering hiring from overseas.

1. Understand where the gaps really are

Start by reviewing your workforce plans. Which roles are consistently hard to fill? Are there skills you can’t source locally? This will help you decide whether overseas recruitment should form part of your long-term strategy or offer a short-term fix for specific shortages.

2. Get your sponsorship house in order

If you plan to employ non-UK nationals, you’ll likely need a sponsor licence. That means understanding the Home Office’s requirements, setting up compliant HR systems and keeping accurate right-to-work records. It’s also worth deciding early who in your business will manage sponsorship. Getting this right can save time and stress down the line.

3. Plan for the full cost

Sponsoring a worker involves more than visa fees. You’ll need to account for application costs, the Immigration Skills Charge and, in some cases, relocation support or legal fees. Factoring these in from the start helps avoid unexpected costs later.

4. Think beyond recruitment and focus on retention

Bringing someone from overseas into your business is only the first step. A strong onboarding process, cultural awareness and clear communication make a big difference to how well new employees settle and stay.

5. Keep an eye on policy changes

Immigration rules change regularly, from salary thresholds to visa eligibility criteria. Keeping up to date, or getting advice from someone who is, can help you plan effectively and avoid disruption.

How Harper James can help

Our business immigration solicitors support employers across the UK with sponsor licences, visa applications and compliance advice. We help businesses navigate the complexities of global recruitment, so you can focus on finding the right people for your team.

Get in touch to discuss how we can help your business access the talent it needs to grow.