How can we help?


How to recruit top tech talent during a skills shortage

Technology has placed a major role in ensuring the survival of businesses across the country over the past 18 months. Companies with strong IT capabilities will have been better placed to weather the changes brought on by the pandemic to the way we work, and our reliance on technology is only set to increase.

Businesses are adapting to the ‘new normal’, with many looking for innovative technical solutions to issues such as hybrid working. In addition to the usual IT skills, businesses are also looking to more advanced ways of using technology; this includes data analytics to change their approach to customers/clients, specialised software to streamline processes, and becoming increasing focused on the need for cyber security.

Complex technology such as this requires personnel with technical skills and abilities to design, implement and maintain, and Covid-19 has drawn attention to this particular gap in the labour market.

However, the need to recruit such individuals comes at a time when the UK is experiencing record numbers of job vacancies and relatively low rates of unemployment. There is a finite pool of individuals with these skills in the UK, and so in order to locate the best talent, employers may need to cast a wider net and look abroad.

There are two main immigration routes employers can use to bring individuals with technological skills into their business: the Skilled Worker route, and the Global Talent route.

Skilled Worker route

The Skilled Worker route allows employees to come to the UK to work for an approved employer in an eligible occupation. In order to do so:

  • The employee will need to have a certificate of sponsorship (and so the employer must have a sponsor licence),
  • They must be doing a job on the list of eligible occupations,
  • The employee must be paid a minimum salary for their role and
  • They must be able to prove their knowledge of English (reading, writing and speaking).
  • The Government have provided a list of eligible occupations, which includes a significant number of IT roles from IT business analysts, internet, software and website designers and programmers.

Some of these roles are on the ‘shortage occupation list’, which are roles the Government have recognised are in short supply in the UK. At present, this includes cyber security specialists, all IT business analysts, and programmers and software development professionals. This means that employer recruiting for such roles may pay 80% of the going rate for that occupation.

Employees coming in on this visa can apply up to three months before they are due to start work, and if successful may stay up to five years in the UK on the visa.

There are two main immigration routes employers can use to bring individuals with technological skills into their business: the Skilled Worker route, and the Global Talent route.

Global Talent route

This is an alternative route that could be used to recruit individuals who show either ‘exceptional talent’ or ‘exceptional promise’ in the field of digital technology. This includes areas such as financial technology, cyber security and AI, and includes both the technical and business aspects of these areas. Applicants will need to apply for an endorsement, which is assessed by Tech Nation, and then for the visa itself.

There is no need for a specific job offer, and applicants will not have to show a knowledge of English or meet the minimum salary threshold, and so is potentially a more flexible route for highly skilled individuals.

Recruiting employees from overseas can be a complex process; if you or your business need advice or support on this topic, our Immigration team will be more than happy to assist.

About this article

This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

About this article

Read, listen and watch our latest insights

  • 22 February 2024
  • Employment

Time to take the heat off menopausal women

On 22 February 2024, the EHRC released guidance and resources for employers designed to help employers understand their legal obligations in relation to supporting workers experiencing menopausal symptoms.

  • 22 February 2024
  • Employment

Talking Employment Law: What to do if you’re at risk of redundancy

In this podcast, Harry Berryman and Rebecca Dowle, members of the employment team, will talk through the steps that need to be taken for a redundancy to be fair and the range of criteria that can be used when determining which employees will be made redundant.

  • 21 February 2024
  • Immigration

FAQs Partner Visa UK

Discover the UK Spouse Visa: eligibility, finances, relationship criteria, and the latest updates in 2024 for a successful application.

  • 19 February 2024
  • Privacy and Data Protection

The role of Data Protection Officers in ensuring compliance

How many of us receive marketing calls for products and services we did not sign up for?

  • 12 February 2024
  • Employment

The World of Work in 2024- What Can HR Expect?

In many senses, 2024 is unlikely to be a year with radical ruptures from those that have gone before it. The significance of 2024 though, is that it is likely to build upon those megatrends impacting the world of work, which have been emerging for some time now and are only likely to strengthen as we move on in time.

  • 09 February 2024
  • Privacy and Data Protection

Are we suffering from cookie fatigue?

An over-indulgence in Easter treats might not be the only cookie fatigue that individuals will suffer this year according to the Information Commissioners Office (ICO).