The job market in 2026 is busy, competitive, and more digital than ever before. Employers are scanning hundreds of applications in seconds, so your CV must do more than list experience.
Salary Questions in Interviews: How to Handle the Conversation
Salary conversations in interviews can feel uncomfortable for many candidates. One of the most common dilemmas is whether you should speak first or wait for the employer.
How SMEs Can Rethink Recruitment in 2025
Hiring in 2025 feels like a juggling act for many small and medium-sized businesses. Budgets are tighter, the right candidates seem harder to reach, and competition with bigger players is fiercer than ever.
The Future of Recruitment in 2026: Fractional Recruiters Meet the Power of Talent Hubs
The way companies hire in 2026 looks very different from even a few years ago. Capital-conscious markets and tighter margins have forced businesses to rethink how they build teams.
Show Us the Money: Why Salary Transparency in Job Ads Really Matters
Let’s be honest. When someone clicks on a job advert, what’s the first thing they scan for? It’s not always the company name. It’s not always the job title. It’s the salary.
The Overlooked Risk: Why HR Needs Cybersecurity Knowledge to Hire and Protect Effectively
In many organisations, cybersecurity is seen as the responsibility of IT. But in practice, Human Resources is deeply embedded in some of the most vulnerable processes within a business. These include recruitment, onboarding, data storage, and internal communication. When HR teams don’t understand the core principles of cybersecurity, it can create serious issues. These problems are legal, operational, and reputational.
Rethinking Overqualified Candidates: Are We Missing Out on Top Talent?
Hiring managers often hesitate when they see an overqualified candidate applying for a role. The assumption? They’ll be bored, expect too much, or leave as soon as a better offer comes along. But what if we’re looking at it all wrong?
The Work-Life Balance Myth: What Do People Really Want?
For years, employers have promised work-life balance. But let’s be honest, has it ever truly existed?
The idea that we can “balance” work and life, like two neat halves of a pie chart, just doesn’t fit reality anymore. What employees want today isn’t just fewer hours or a ping-pong table in the break room, it’s freedom, flexibility, and meaning.
“We’ll Just Handle Recruitment Internally” vs. Recruitment Agencies – Are You Really Saving Time & Money?
At Keen People, we’ve had this conversation countless times. Some companies are convinced that handling recruitment internally is the best way to go—after all, who knows their business better than they do? Others swear by the expertise of specialist recruitment agencies, trusting them to find the right talent faster. So, which approach really works best?
Sponsoring International Talent: A Guide for UK Employers
In a competitive job market, businesses across the UK are increasingly looking abroad to find top talent. However, hiring international candidates requires navigating the UK’s sponsorship process, ensuring compliance with immigration laws while securing skilled professionals for your company.
Here’s a straightforward guide to what employers need to know.
1. Do You Need a Sponsor Licence?
If you want to hire a worker from outside the UK (including EU nationals, except Irish citizens), your business will likely need a sponsor licence. This allows you to issue a Certificate of Sponsorship (CoS), which a candidate needs to apply for a Skilled Worker visa.
Some individuals may not need sponsorship, such as those with settled or pre-settled status under the EU Settlement Scheme.
2. How to Apply for a Sponsor Licence
To become a licensed sponsor, businesses must:
✔ Check Eligibility – You must be a legally operating UK business and have proper HR systems in place to monitor sponsored workers.
✔ Ensure the Role Qualifies – The job must meet the required skill and salary thresholds (generally £38,700 per year).
✔ Appoint Key Personnel – Designate staff responsible for sponsorship duties.
✔ Submit the Application – Apply online to UK Visas and Immigration (UKVI) and pay the relevant fee (£574 for small businesses, £1,579 for larger companies).
✔ Prepare for Compliance Checks – UKVI may inspect your business to ensure compliance with sponsorship duties.
Once approved, you’ll receive an A-rated licence, allowing you to issue sponsorship certificates to eligible candidates.
3. Employer Responsibilities
As a sponsor, you must:
✔ Monitor employees and report visa-related issues to UKVI.
✔ Ensure salaries and job roles continue to meet visa requirements.
✔ Keep up-to-date records of sponsored workers.
Failure to meet these obligations can result in fines, licence revocation, or reputational damage.
4. Costs Involved
Hiring international talent comes with costs, including:
✔ Sponsor Licence Fee – £574 (small businesses) to £1,579 (larger companies).
✔ Certificate of Sponsorship – £525 per worker.
✔ Immigration Skills Charge – £364 to £1,000 per year, depending on company size.
✔ Visa & Health Surcharge – Skilled Worker visa fees range from £769 to £1,519; and the Immigration Health Surcharge is £1,035 per year.
5. The Candidate’s Process
Once an employer issues a Certificate of Sponsorship, the candidate must:
✔ Apply for a Skilled Worker visa.
✔ Meet English language proficiency requirements.
✔ Pay visa and health surcharge fees.
Visas are typically granted for up to five years, with the option to apply for indefinite leave to remain after this period.
Sponsoring international talent can seem complex, but for many businesses, the investment is worthwhile. With the right guidance, companies can access a global pool of skilled professionals while ensuring compliance with UK immigration laws.
For full and official guidance, please visit www.gov.uk/uk-visa-sponsorship-employers. This information is provided as general guidance (valid as of the publication date)—always refer to official sources for the latest requirements.