Let’s talk about Gen Z—the digital natives shaking up the job market in the best way.
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.
The Best Way to Communicate in Recruitment: Phone, Email, WhatsApp, or LinkedIn?
Recruitment is all about communication, but in today’s fast-paced world, what’s the best way to reach candidates and employers? With so many options—email, phone calls, WhatsApp, LinkedIn messages—getting it right can mean the difference between engaging top talent and being ignored.
Working Across Generations: What Today’s Professionals Want from Employers
At Keen People, we’re always discussing what attracts top talent. Over coffee the other day, we found ourselves talking about how different generations approach work—and why businesses can’t afford to take a one-size-fits-all approach when hiring. Today’s professionals know what they want, but their priorities vary depending on their experiences, values, and career goals.
Remote Hiring Scams: How to Spot Fake CVs and Protect Your Business
Remote hiring has unlocked a global talent pool, but it has also increased the risk of fraudulent job applications. From AI-generated CVs to candidates falsifying qualifications, businesses are facing new challenges in verifying applicants.
Is Your Job Description Repelling Top Talent?
A job description is often the first impression a candidate has of your company, yet so many are filled with vague jargon, unrealistic demands, or pages of dry bullet points. In a competitive hiring market, a poorly written job post doesn’t just fail to attract top talent, it actively pushes them away.
One of the biggest mistakes companies make is overloading job descriptions with excessive requirements. Do you really need ten years of experience for a mid-level role? Is that “must-have” degree truly essential? When jobseekers feel they don’t tick every single box, many will simply move on, especially women and underrepresented groups, who statistically apply only when they meet nearly all listed criteria. Instead of crafting a wish list of impossible qualifications, focus on what actually matters: skills, impact, and growth potential.
Then there’s the language. Corporate buzzwords like “rockstar,” “ninja,” or “fast-paced environment” can be off-putting or vague. Instead, be clear, direct, and inclusive. Words carry weight, if your listing sounds cold or overly demanding, candidates might assume your company culture is the same. Aim for a tone that reflects your current workplace: collaborative, supportive, and realistic about expectations.
Another major red flag? A job description that only talks about what the company wants and says nothing about what the candidate gains. Top professionals aren’t just looking for a paycheck, they’re looking for career growth, work-life balance, and a company that aligns with their values. Highlight your benefits, company culture, and what makes your team special. Show them why they should choose you.
Finally, don’t forget that a job description is a marketing tool, not just a list of duties. It should engage, excite, and invite candidates to imagine themselves in the role. If your hiring process starts with an uninspiring or unrealistic job ad, you might be filtering out the very people you want to attract.
When was the last time you reviewed your job descriptions? Do they inspire or intimidate?
Beyond the CV: Identifying Hidden Talent in a Digital Age
The CV has always been the go-to for employers to get a snapshot of a candidate’s qualifications. But here’s the thing: as useful as it is, a CV doesn’t always paint the full picture. With so much talent out there, it’s easy for the real potential to get lost in a list of job titles and qualifications. So, how can employers dig a little deeper to find the hidden gems? The answer lies in looking beyond the CV.
One way this is happening is through candidates’ digital presence. It’s no longer enough to just have a LinkedIn profile. Many professionals are now taking the extra step of showcasing their skills and work through personal websites or online portfolios. This is a great opportunity for candidates to show off their expertise beyond what’s written on their CV. If you’re a candidate, it’s worth investing in curating an online presence that truly reflects who you are—whether that’s sharing industry insights, posting about recent projects, or offering your thoughts on new trends. It’s a much richer way for employers to get to know you than a traditional CV can offer.
Employers, on the other hand, are also looking beyond the CV. Many are turning to tools like skill assessments and video interviews to get a better sense of a candidate’s abilities. These tools are great because they allow candidates to demonstrate their skills in real-time, something a CV just can’t do. For example, a video interview gives employers a glimpse of a candidate’s communication skills, how they interact with others, and their overall fit for the company culture. Skill assessments let employers see how candidates approach problems, which is much more valuable than a simple list of qualifications.
It’s not just about technical expertise anymore—soft skills are becoming just as important. In today’s hybrid and remote work environments, employers need people who can communicate well online, work independently, and handle challenges without much oversight. These are the kinds of skills that don’t always show up in a CV, but are absolutely essential for success in today’s workplace. As a candidate, don’t forget to highlight your ability to collaborate remotely, solve problems on your own, and communicate effectively, even when you’re not face-to-face with colleagues.
And let’s not forget the growing push towards diversity in recruitment. More employers are recognising that talent doesn’t always fit the traditional mould, and they’re starting to open up their search to a wider range of candidates. This includes people with non-linear career paths, those who might have gaps in their CV, or candidates whose experience doesn’t match a job description exactly. Hidden talent can often be found in unexpected places, and by broadening their search, employers are starting to find new perspectives and skills they might have missed before.
Finally, the pace of change in many industries means that a candidate’s willingness to keep learning is more important than ever. If you want to stay competitive, upskilling is crucial. For employers, it shows that candidates are committed to growth, which is a great sign in today’s rapidly evolving job market. For job seekers, it’s a chance to demonstrate your ability to adapt and learn new things, which can really set you apart from others.
So, when looking for talent, it’s important to remember that the best candidates are often the ones who don’t fit neatly into a CV. By broadening your search, embracing new recruitment tools, and looking for soft skills, you’re much more likely to uncover the kind of talent that will help your business grow in ways you didn’t expect. And for candidates, it’s all about showing the full scope of what you bring to the table—because talent isn’t just what you’ve done, it’s how you keep growing.
Navigating the Job Market in 2025: Trends and Strategies for Job Seekers
Navigating the job market in 2025 comes with both fresh opportunities and new challenges for job seekers. As industries evolve and technology continues to advance, the way we approach job hunting needs to adapt. One of the most significant changes has been the rise of remote and hybrid work. Many companies now offer flexible work arrangements, and for candidates, this means being prepared to work in these environments. It’s important to not only be open to remote work but to also demonstrate your ability to thrive in it. If you’ve had experience collaborating virtually or managing tasks independently, make sure to highlight those skills on your CV or LinkedIn profile.
Alongside the shift in work environments, employers are increasingly valuing soft skills like adaptability, communication, and emotional intelligence. Companies are looking for people who can fit well within their teams and handle change with ease. These skills are becoming just as important as technical knowledge, so it’s crucial to show how you’ve used them in previous roles, whether it’s through problem-solving, teamwork, or managing difficult situations.
Another key factor in the job market is the growing demand for technical expertise. Fields like AI, cybersecurity, data analytics, and cloud computing are experiencing rapid growth, with employers seeking candidates who have a solid understanding of these areas. If you haven’t already, it could be worth investing time in upskilling, whether that’s through online courses, certifications, or hands-on experience. Building your knowledge in these areas will help you stand out and demonstrate your value to potential employers.
Networking remains essential in your job search, particularly as digital platforms like LinkedIn continue to connect candidates and employers. To make the most of these platforms, engage with industry content, join relevant groups, and reach out to professionals in your field. Remember, it’s not just about the number of connections you have, but the quality of those relationships. Genuine connections can help you access opportunities that might not be advertised.
Finally, while the job search process can sometimes feel overwhelming, persistence is key. Don’t be discouraged by setbacks; each interview or application is a learning experience. Keep refining your approach, ask for feedback when you can, and stay open to new opportunities. Whether it’s a new role or a different industry, there are plenty of paths to explore in 2025.
Adapting to the changes in the job market and focusing on the right skills and strategies will set you up for success. What’s been your approach to navigating the job market recently? Let us know your tips!
Effective Leadership Styles: Discussing Different Leadership Approaches and Their Impact
Effective leadership is a critical factor in driving business success, yet there’s no one-size-fits-all approach. Different leadership styles can have varied impacts on teams, and it’s important to understand how to adapt your style to suit the needs of your people and your business. At Keen People, we work with many companies, and we’ve seen first-hand how the right leadership can inspire and motivate teams to deliver exceptional results.
The traditional authoritarian leadership style, often characterised by a top-down approach, can be effective in situations that require quick decision-making or during a crisis. However, this style can stifle creativity and employee engagement if overused. While it’s essential for leaders to maintain control and make decisions, empowering employees to take ownership of their work is just as important. Leaders who encourage autonomy and trust their teams tend to see higher levels of motivation and job satisfaction.
Then there’s the transformational leadership style, which focuses on inspiring and motivating employees through a shared vision. Transformational leaders challenge the status quo, encourage innovation, and work to elevate their team members’ potential. This approach fosters a positive work culture, where employees feel valued and driven to go above and beyond. However, it requires a leader who is not only passionate about their vision but also skilled at communicating it in a way that resonates with their team.
On the other hand, the democratic or participative leadership style places a strong emphasis on collaboration. In this approach, leaders involve their team in decision-making and value input from all levels. This style can be incredibly effective in building a sense of trust and cohesion within a team. Employees who feel their opinions are valued are more likely to be engaged and committed to the organisation’s goals. However, it can be challenging for leaders to balance the need for consensus with the need to make timely decisions.
A more laid-back and approachable style of leadership is known as the coaching style. Leaders who adopt this style focus on mentoring and developing their team members’ skills. Coaching leadership is great for long-term growth, as it fosters an environment of continuous learning. Leaders act as guides, offering feedback and support to help their employees improve. However, it can take more time and patience, and in fast-paced environments, it might not always be the quickest approach.
Lastly, laissez-faire leadership is one where leaders take a step back, offering minimal direction. This style works best with highly skilled, motivated teams who can manage their own work without much guidance. While it can lead to high levels of autonomy and innovation, it may result in a lack of clarity or cohesion if not implemented carefully. It’s crucial that leaders are still available for support and maintain an overall vision to keep the team on track.
Ultimately, the most effective leaders are those who can adapt their style to the situation at hand. Whether it’s leading through a crisis or fostering long-term growth, the ability to adjust your approach to fit the needs of your team is crucial for success. At Keen People, we believe that good leadership isn’t just about making decisions—it’s about inspiring others to reach their full potential and creating an environment where everyone can thrive. What leadership style do you find works best for your team? Let us know in the comments!
Building A Strong Company Culture: Strategies for Fostering A Positive Workplace Culture
Company culture. For some, it’s a buzzword; for others, it’s the soul of their organisation. At its heart, company culture is about how people interact, connect, and work together towards a shared purpose. A positive workplace culture doesn’t just happen by accident—it’s built with intention, every step of the way.
At Keen People, we know that fostering a strong culture starts with clarity. Defining your company’s core values isn’t just a formality; it’s the first step towards creating an environment where employees thrive. Think about what your organisation stands for and how those values translate into daily behaviours. A company that prioritises respect, transparency, and collaboration sets the tone for every interaction, both inside and outside the workplace.
Building a positive culture also means recognising that people are at the heart of your business. When employees feel connected, engaged, and valued, they’re more likely to contribute meaningfully. Leadership plays a key role here—setting the example for openness, empathy, and integrity. Employees look to leaders to guide the way, and when they see those values in action, it fosters trust and a sense of belonging.
Appreciation is another cornerstone of a strong culture. A simple “thank you” or acknowledgement of someone’s effort can have a profound impact. Employees don’t just want to be seen—they want to know their contributions matter. Whether it’s celebrating a milestone, sending a thoughtful note, or recognising teamwork during a busy project, these moments create a sense of pride and loyalty within your team.
Growth is another key ingredient. Employees thrive in environments where they feel supported and challenged. By investing in their professional development—whether through training programmes, mentorship opportunities, or clear career pathways—you show that their future matters. A culture of learning isn’t just beneficial for employees; it strengthens the organisation as a whole.
Open communication ties everything together. A strong company culture depends on trust, and trust is built when employees feel heard. Creating opportunities for feedback—whether it’s through surveys, casual conversations, or structured check-ins—helps employees feel involved in shaping the workplace. More importantly, following through on feedback shows that their input truly makes a difference.
At Keen People, we believe that a thriving workplace culture isn’t about gimmicks or perks. It’s about fostering genuine connections, investing in people, and creating an environment where everyone feels supported. A strong culture doesn’t just benefit employees—it drives success for the entire organisation.
How has your company built a positive culture? We’d love to hear your thoughts—share them in the comments below!