• Posted on November 25, 2022
• Libin

Assignment Sample on Qualitative & Quantitative Research

Topic – BREXIT: A Study on How UK’S Recruitment Strategies Needs to be Updated

1. Introduction

Brexit proposal has proclaimed the withdrawal of UK from the European Union, where the trading and recruitment policies will have a major impact. Before the decision of Brexit, the companies had been able to do the businesses without paying taxes. However, companies will have major changes in their policies after the Brexit decision. These changes will also impact on the recruitment and selection policies of the companies (Dee and Smith 2017). With the uncertainty of Brexit, the impact can be seen on the moving jobs, and putting pressure on the employers in UK in terms of considering recruitment, retaining and attracting the better pool of talents. The agriculture, and biotechnology industries, however, can be seen to have biggest rise in jobs. However, these industries are predicted to have adverse effect due to Brexit as the EU-based talents would also depart. In this term, it can be said that these industries are facing the skill shortage issues. Various recent data shows UK already has a huge number of job vacancies advertised in the market.

The significant effect of the removal of the human rights charter has also led to the inability of organizations to retain their employees (Dee and Smith, 2017). The removal of the UK from the European Union will also affect gender equality in the UK. As per the views of French (2018), the removal of the equality framework from the UK will affect the pursuit of gender equality in the nation’s organizations. Existing literature points towards the fact that Brexit has affected employment in the nation and thus there is a need to update the recruitment strategies in the nation. As per the views of Smith (2019), the decision of exiting the European Union has brought along with it several social, political, and legal threats, where the companies need to update their recruitment policies as per the external environmental changes.

Need transitional sentence here not yet to be able to bring up below yet

2. Research problem

Need to develop step by step, not yet to be able to bring above all they are disconnected to the above Intro

The following research aims to study how the recruitment strategies need to be updated due to Brexit. The following paper will explicate the major components of research that will be used for the present study.

Research Problem

Please speel out one sentence of research problem in the below space soon possible. Then develop discussion around it.

The major research problem in this context can be said as departure of large numbers of talents and thus to attract the new talents with attractive strategies.

Brexit has caused several problems for businesses and the population in the UK, the exit of the UK from the European Union has caused restrictions on employment, and higher immigration. As per the views of Brown, Liñares-Zegarra, and Wilson (2019), the restriction on the employment of EU nationals within the nation has severely affected the productivity of organizations, whereby, costing on the recruitment and selection will be other major issues that will be faced by the organisations. The restrictions on employment have increased the turnover rates of employees and also stopped the recruitment of skilled personnel from other parts of Europe and other nations. The strict immigration laws have made it difficult for foreign individuals to get jobs in the UK. According to Courtois and Veiga (2020), a strong workforce can help in business to achieving its desired goals. However, Brexit has impacted the workforce of various organizations and led to a shortage of workers. It can be observed from previous research that most industries will suffer a shortage of workers due to the exit of the UK from the EU.

Questions have been raised on the fact that the job safety of workers may also be at risk due to the sudden exit of Britain from the EU. The need for a skilled workforce is rising significantly with more technological advances and competition. According to Fagan and Rubery (2018), the removal of the human rights charter may affect the rights of workers in the UK. The challenges of employee retention have increased for organizations in the UK with Brexit and several policy amendments and changes. As per the views of Orazulike (2018), the labour market of the nation will be heavily affected due to the change of recruitment laws in the nation after Brexit. The cultural diversity of organizations has also been affected due to Brexit and led to an environment of discrimination within the workforce.

The exit will also affect the work and safety standards affecting the self-employed and agency workers the most. The loss of workplace safety measures will heavily affect the retention of employees and harm future recruitments (Read and Fenge, 2019). There is a need to develop safety and health policies in the recruitment strategies for better retention of staff in the organizations.

Need a stransition sentence why you study these questions

Research questions

By considering the following questions, the researcher will be identifying the issues in the recruitment and selection process within the UK market, specifically focusing on the biotechnology oriented organizations and industry.

The research questions of the present study are as follows:

1. How will Brexit impact on recruitment and Selection of UK job Market?
2. What are the challenges posed by Brexit on organisational recruitment policies?
3. How organisations need to respond to the Brexit in context of Brexit impact on recruitment?
4. How will organisations respond to the shortage in the industry and will create a sustainable talent pool for future operations?

Need to shift content around a bit e.g. how you above discussion support or connect these research question, so shift some sentence here underpinning each question

By identifying the research problem, it can be observed that the issue associated with the departure of a large number of talented and skilled employees from the country, makes it difficult for the companies to maintain competitive advantage in the Marketplace. Apart from that, the scopes and opportunity for further development are also getting limited. Considering this issue, the first Research question will identify the issues associated with Brexit and its impact on the selection and recruitment process within the UK job market. In order to critically analyse the impact, the discussion will only focus on the challenges regarding the organisational recruitment policies that have been changed due to Brexit. After identifying the challenges and issues in the recruitment and selection process, the strategies that can be applied within the organisational context and the ways in which the strategies can impact on the existing recruitment and selection policies will be determined. In order to deal with the shortage of skilled and talented employees within the industry, the ways in which the companies will respond and the requisite Strategies for maintaining the sustainable talent pool for smooth future operation, will be identified by addressing the last Research question.

Research Philosophy

How these Phi support or usefully for you above research and questions- some connecting discussion needed

The research philosophy used for this research is epistemology and ontology, these research philosophies helped in the proper application of research methods to execute the present study. As per the views of Goertzen (2017), a research philosophy is a belief that helps in the appropriate collection, analysis, and interpretation of data. By applying the epistemology philosophy, the researcher has been able to address the Research question by gathering effective and proper knowledge from variable sources. On the other hand, by considering the application of ontology philosophy, the research has been able to identify the relationship between the variables of the study in the reality on the practical ground. Therefore, the impact of Brexit on the recruitment and selection process and the interpretation changes that are needed in the existing strategies, has been well understood and identified by the researcher with the help of applying the epistemological and ontology philosophy at different aspects of the study.

Epistemology refers to the philosophical study of the limits, nature, and origin of human knowledge. As argued by Apuke (2017), a phenomenon must be true before it is considered as knowledge. Therefore, in order to identify the research area with a systematic understanding, epistemology has been considered. This research philosophy was fulfilled by studying and observing suitable and relevant literature to understand the impact of Brexit. The epistemology philosophy has further allowed the determination of facts and understanding of the research problem. Applying this philosophy in addressing the research questions has helped to gather proper and effective knowledge from viable sources, thus the aspect of truth was covered and led to the display of knowledge. As cited by Dos Santos et al. (2017), the use of the epistemology philosophy also allows the understanding of the need for knowledge to execute the research properly. The creation of the independent variable and identification of the constructs was made possible with the epistemology philosophy.

Ontology philosophy refers to the study of reality and existence; this helped to identify the challenges within the UK related to recruitment post-Brexit. As depicted by Mertens (2017), the decision of exiting the European Union has brought along with it several social, political, and legal threats. The exit will also affect the work and safety standards affecting the self-employed and agency workers the most. Ontology philosophy has helped in understanding this reality and allowed the selection of the data analysis method for the study (Guyon et al. 2018). The ontology philosophy has also helped to identify the relationships between the study variables and understand the reality of the situation. The ontology philosophy helped to analyze the impact of Brexit on recruitment and interpret the changes that are needed in recruitment strategies. The understanding of the connection and relational changes in the variables of the study has been clearly defined for a better application in the broader world.

3. Define and discuss the Quantitative analytical methods

Research methods

The current research has chosen the quantitative research method for analyzing, collecting, and interpreting data. The establishment of philosophy, approach, and design are necessary to properly conduct research. The research philosophy chosen for this research is the positivism philosophy, this has allowed the observation and examination of existing theories and data to test new hypotheses (Park, Konge and Artino, 2020). The positivism philosophy helped in better understanding the impacts of Brexit on employment and recruitments as well as the factors that have affected the recruitment process this has helped to develop the hypothesis of the study. The interpretivism philosophy was rejected as it leaves great room for bias in the research lowering the reliability significantly. According to De Block and Vis (2019), the interpretivism philosophy is also very subjective and thus does not allow better conclusions. The realism philosophy was not chosen as realism does not take into account emotions and has too much emphasis on reality. So what is your idea or how above implies?

Since the application of interpretivism philosophy has been rejected by the researcher, therefore the application of descriptive Research Design has been chosen. Since both qualitative and quantitative Data Collection method has been used, it has helped the researcher in finding a coherent conclusion referring to the existing issue. By gathering significant data and information and applying the deductive approach, the research has been able to better understand the study topic and reach significant and meaningful conclusions.Try to bring a link or to reflect below to the above philosophy to make you argument stronger and sensemaking The research design used for this study is descriptive as it allows using the survey method for analyzing and collecting data. As per the opinion of Ong and Puteh (2017), the use of both qualitative and quantitative data collection methods helps in a better understanding of the research topic. The other designs were not chosen as the explanatory design as reaching conclusions can be difficult to casual findings. The approach used for this study is the deductive approach which has helped in gathering data by applying conditions for a better understanding of the study topic and reaching better conclusions. Deductive approach is concerned to development of hypothesis-based and the existing grounds of theory. The deductive approach has also helped in explaining the relations between the variables of the research. The inductive research was not chosen as observations can be incorrect at times and result in poor conclusions. According to Sommet and Morselli (2017), executing the inductive approach can be time-consuming and expensive. This is another reason for its rejection.

Variables of the study

Dependent variable (Recruitment process): Brexit has affected the recruitment process significantly; this has raised a serious concern of changing the recruitment strategies. The recruitment process can be measured to determining the time being consumed to fill the vacant positions within the organization. The appropriateness, quality, and cost of per hiring can also be significant determinant for this dependent variable.

The independent, as I suggested earlier, should be HR related variables, how they are managed which meant process

This should be dependent Dependent variable 1 (Economic Slowdown): Brexit affected the economy and lowered the trades and profits of organizations; this has led to the slowdown of recruitment processes (McGhee, Moreh, and Vlachantoni, 2017). By evaluating the percentage change in the GDP of the country, this independent variable can be measured.

Need several more variables

Much more reading on research papers  needed though you may not able to do all right now, simply you would have a look at my papers on GCU learn,  what variables are there and how they are adjusted and analysed

Independent variable 2 (Changes in the policy):  the exit of the UK from the EU has brought about several changes in the policies affecting the recruitment processes largely. In order to measure this independent variable, comparison of the empirical observation within a controlled set of group in experimental design can be conducted. The significant variables will be the set of motivation, equality and expectations being led by the HRM in the company will comprise this measurement of this independent variable (Orazulike, 2018). Any reference to support the above varaible

Hypothesis

This paper sets up below null-hypotheses and alternative …

1H0: Economic Slowdown may not have a direct link or may not significantly affect the recruitment processes in the nation

The above hypothesis states that the economic slowdown might not have a direct link with the recruitment process in the nation, however it is evident that the recruitment process is influenced by many human management factors. Other significant factors such as political uncertainty, economic environment and market power are other reasons which impact the economic slowdown

After these provide justification e.g. Recruit process is human management factor,  economic has another reasons e.g. environment, uncertainty, market power so forth

1H1: Economic Slowdown significantly influences the recruitment processes in the nation

The economy of a nation has a notable impact on the recruitment process of an organisation. Economic boom and period of recession can result in the differences within the hiring process. Export oriented units, are the major impact for economic slowdown in a nation therefore, the appropriate capacity utilisation is marginalized.

2H0: Changes in Policy does not affect the recruitment processes in the nation

The recruitment policy of companies include recruitment from internal as well as external sources. Changes in the policy affect this recruitment process, as it specifically signifies the objective of the recruitment to provide the organisation with a Framework for implementing the recruitment program.

Detto and for each, needed to justify

2H2: Changes in Policy influences the recruitment processes in the nation

Sampling

The Sampling technique that will be used in this research will be simple random sampling as this allows the researcher to avoid classification errors as there is no classification involved. The minimum knowledge about the study sample is also the reason for choosing this sampling technique. The other sampling techniques were rejected as it exposes the research to a threat of bias and in turn lowers the reliability of data. The sample was chosen from a larger population of workers in the UK. The selected population was allotted specific numbers based on the number generator. This helped to select 51 respondents for the survey without any biases and with ease. The author will also aim to take a few detailed interviews of the experts working in the industry already. The criteria will be someone who started working before the Brexit and have experience both before and after environment. In contrast to the ontology research philosophy being implemented in the current study the use of simple random sampling process is apt for the current study. By classifying the errors the researcher was able to minimise any form of threats that might have impacted in the data and information generation for the current study.

The sampling needs to provide a further discussion which links to your above methods and philosophy

Quantitative analytical method

 This should include statistical approach e.g. ANOV or regression and why and how e,.g. what do you expect to get from analysing above null or alternative hypotheses, why these methods are helpful

ANOVA refers to the analysis of variance, it is used by researchers to determine the systemic factors that affect the data set and establish relations between the independent and dependent variables. In the current study, the researcher is going to identify the dependent and independent variables, which are, the recruitment process, and economic slowdown and changes in the policies, respectively.

The chosen quantitative method for analysing and interpreting data for this research was regression analysis. Regression analysis refers to the statistical analysis that helps the researcher to demonstrate the relation between the dependent and independent variables of research. According to Montgomery, Peck, and Vining (2021), regression analysis helps in establishing and examining the relationship between study variables. The influence of one variable on the other is measured with the help of the regression analysis. Regression analysis for this study has helped to determine the effect of economic slowdown and changes in policies due to Brexit on the recruitment processes. The dependable variable is the main factor that regression analysis studies, it measures the changes in the dependent variable with the changes in the independent variable. If the regression line is upward sloping then it can be said that the independent variable positively affects the dependent variable (Daoud, 2017). The quantitative approach allows broader involvement of number of subjects and helps in generalizing and enhancing the result. It has also allowed the researcher with greater accuracy and objectivity of the result (Saunders, Lewis and Thornhill, 2003).

Data collection

In order to gain a deep knowledge about the pros and cons of benefits about the recruitment policies in various industries Quantitative analytical methods can get this job done. 10 open  interview questions ended questions need to be asked about the recruitment agencies as well as the organizational HRs to gain adequate knowledge about the facts. In conducting a close-ended question ultimate results can be found out and a pleasant approach can provide an opportunity for the recruiters to gain different views of their different questions and their justification. The interview process has been carried out to large and small organizations associated with the industries who are seeing huge shortage. 51 of them have responded the survey. According to Ruggiano and Perry (2019), in conducting this interview a mixture of results seemed to arise and it can be essential to reach a result and provide some recommendations for them to enhance their recruitment policies and enhance their profits.

Need to indicate simple size how to collect them etc…where and etc…

After this submission, you really need to get on the reading list I provided to do some methods reading also take a few top journal papers to see how they discuss data collection and analysis etc.

4. Define and discuss one qualitative method

Qualitative data helps in collecting and analysing non-numeric data to understand the concepts, opinions, and needs to provide a deep insight into the recruitment policies in Biotechnology. Data analysis needs to be conducted by using Qualitative methods which help in gathering necessary data in case of recruitment and needs to take adequate decision-making strategies. According to Watkins (2017), the main benefit of using the quantitative research approach is it helps to gather a huge amount of data from a higher sample size, and Interview proceeds need to be conducted. Lots of necessary data related to the recruitment can be collected quickly, and randomized samples help to get an adequate diverse idea which helps to improve the scenario. The interview process needs to be conducted among the large number of recruiters associated with biotechnology as they can provide necessary ideas about the facts. An online interview will be conducted with choosing a sample of 51 employers from biotechnology industry, which will help in exploring the grounds behind recruitment issues due to Brexit. The strength of the chosen method is that the respondent chosen for the study will provide appropriate data, information and knowledge to the researcher regarding the selection and interview process within UK organisations. However, the weakness of the study will be that the issues being faced by the interviewee candidates and skilled or talented employees in the industry will not be generated by the researcher. Therefore, the identification of the information and data will be Limited to the views and opinion of the employer.

What is your method, e.g. your interview is not random so what is yours strengths and weaknesses, pls justify according to literature

The interview questions must be composed in such a way that all the necessary information about the recruitment comes out along with its application of Brexit.

• From which region does Brexit mostly affect the people?
• Does Brexit create uncertainty in managing a diverse community in the workplace of biotechnological fields?
• What are the steps that biotechnological organizations can seem to take in the future by shifting their headquarters to different countries?
• Do the British biotechnological students be enhanced with the procedure of Brexit in terms of getting a suitable job and job security?
• Does the coaching facility get improved due to the application of Brexit?
• Any changes need to occur in the maternity leave, working week, sick pay, and other kinds of leave policies due to the application of Brexit?
• How will Brexit affect the employment of overseas workers?
• Does economic stability seem to be enhanced as the large number of students can get an opportunity to perform for an organization?
• Sponsorship problems with overseas organizations can provide a negative impact in performing suitable business operations in the UK?
• From the following figures does it show an increase in the overall employment from 2016 after the application of Brexit?

From a survey, it has been found that most of the recruiters do not want to bring any kind of changes in their business organization in recruitments and try to continue their business operations in the UK. According to Arnorsson and Zoega (2018), one online recruitment specialist has provided his views that a less amount of competition seems to arise as UK keeps itself aloof from the UK markets and most of the students trying to avoid the UK in terms of employment. Conducting the interview process among a large number of recruits a positive note has seemed to be found that they have been planning to build a suitable relationship with a reputable recruitment agency. In order to grab the best students in the biotechnological fields, they need to monitor continuously in the candidate-driven markets.

In the post-Brexit period, it has seemed to find that most of the skilled and unskilled workers from EU markets have shown their interest in performing their jobs in UK markets. According to Virdee and McGeever (2018), in order to provide extensive advantages for the residents of the UK Brexit seems to be an effective step where they can get priority over others. In this way, people can get an opportunity to enhance their skills by performing a suitable approach by conducting adequate training and coaching facilities. It is difficult for the biotechnological organizations to change their leave policy in the meantime as organizations need to work with the people across the UK and it can help them to maintain the organizational culture quite well and enhance their business properly.

As lots of employees from overseas started to leave their jobs it is quite problematic for every organization while on the other hand lots of fresh candidates get an opportunity to get a job. Apart from that, from the 1st January 2021 UK has changed the immigration systems and 7% of the overseas employees have been provided with an opportunity to work in the different sectors of biotechnology and it can provide a huge breakthrough among the recruiters and businesses dependent on the overseas workers (Purestaff. co, 2020). According to Lowe et al. (2018), from the future trends, it has seemed to find that automating the job roles helps in providing a repetitive manufacturing process that helps any kind of students to face challenging recruitment conditions and enhances their productivity.

The main focus needs to be provided for the number of recruiters currently running their business in the markets of the UK either small or from large organizations. According to Sampson (2017), in-depth knowledge about the facts can be provided by them and it can be easy to analyze the entire facts quite comfortably. As the current economic downturn provides an idea that fewer amount of people is looking for jobs, it can be economic stability for their government in terms of enhancing their business operations quite adequately.

5.     Presentation of quantitative methods

As experts (HR administrators) are passing very difficult time due to rising pressure of shortage. Therefore, the author needed to come up with an idea so quality response can be collected from them. According to Colantone and Stanig (2018), in that case, a Google form can be sent for them, and they need to add their views in the forms and get it submitted. In due course, it has seemed to be said that once any vacancies cannot be filled up from their UK residents, overseas employees can get this opportunity to work in a diverse environment. All the data have been collected in a safe and secured manner and are stored in a device with security password where only author has the access. This will be demolished once the project is over and also on the request of the data providers at any time.

Frequency Distribution

GENDER
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Male	27	52.9	52.9	52.9
	Female	24	47.1	47.1	100.0
	Total	51	100.0	100.0

Table 1: Gender

(Source: SPSS)

The above table displays the frequency for understanding the variables of recruitment strategies in UK, affected due to Brexit. It can be seen that out of a total of 51 respondents’ 52.9 percent of the respondents were male and 47.1 percent were female.

AGE
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	20-25	21	41.2	41.2	41.2
	25-30	21	41.2	41.2	82.4
	30-35	9	17.6	17.6	100.0
	Total	51	100.0	100.0

Table 2: Age

(Source: SPSS)

The above table displays the frequency table for the age of the respondents, it can be seen that the maximum respondents are between the age group of 20-25 and 25-30. Which accounted for 41.2 percent for both age groups respectively. It can be further seen from the table that only 17.6 percent of the respondents were between the age group of 30-35.

WORK_EXPERIENCE
		Frequency	Percent	Valid Percent	Cumulative Percent
Valid	2-5 years	20	39.2	39.2	39.2
	5-8years	23	45.1	45.1	84.3
	8-11 years	6	11.8	11.8	96.1
	11 years and above	2	3.9	3.9	100.0
	Total	51	100.0	100.0

Table 3: Work Experience

(Source: SPSS)

The above table displays the frequency for work experience, it can be seen that 45.1 percent of the respondents have experience of 5-8 years followed by 39.2 percent with 2-5years of experience. The table shows that only 3.9 percent, that is 2 individuals, have more than 11 years of experience and 6 individuals have experience of 8-11 years.

Regression Analysis

Model Summary
Model	R	R Square	Adjusted R Square	Std. The error of the Estimate
1	.482a	.232	.200	1.18608
a. Predictors: (Constant), IV2, IV1

Table 4: Model Summary

(Source: SPSS)

The model summary displays the value of R and R Squared, the table represents the strength of the relationship between the dependent that is recruitment process and independent variable which includes changes in the policy and economic slowdown. The value of R is seen to be higher than the value of R squared. This shows that the variation in the dependent variable will be lesser. The value of .482 displays that the variables are positively interrelated and share a weak positive correlation. Here, the correlation of the recruitment process with the independent variables, that is economic slowdown and changing policies have been reflected. In other words, it can be said that the recruitment process is affected due to the slowing down of the economy as well as changes in the governmental policies.

ANOVAa
Model		Sum of Squares	df	Mean Square	F	Sig.
1	Regression	20.395	2	10.198	7.249	.002b
	Residual	67.526	48	1.407
	Total	87.922	50
a. Dependent Variable: DV
b. Predictors: (Constant), IV2, IV1

Table 5: ANOVA

(Source: SPSS)

Some these should be included in your above discussion Quant methods section According to Austin and Merlo (2017), the ANOVA helps in identifying the slope of the regression line and the f test denotes whether to accept the null hypothesis of the alternative hypothesis. The ANOVA for this test was conducted to understand the relational changes between the dependent and independent variables of the research. As per the views of Chen, Li, and Zhong (2019), the predictive utility of the regression model is determined and measured by the ANOVA test. This tests the significance of the model of regression for this study the value of p must be below 0.05 for the model to be significant.

The above table displays the ANOVA and this tests the significance of the model of regression for this study. The value of p must be below 0.05 for the model to be significant. It can be seen from the regression analysis that the significance is lower than 0.05 and thus it can be said that the regression model is significant and that there is a relation between the independent and dependent variables of this research.

Coefficientsa
Model		Unstandardized Coefficients		Standardized Coefficients	t	Sig.
		B	Std. Error	Beta
1	(Constant)	3.050	.663		4.600	.000
	IV1 (Economic slowdown)	.272	.148	.233	1.835	.073
	IV2 (Changes in the policies)	.403	.128	.400	3.147	.003
a. Dependent Variable: DV (Recruitment Process)

Table 6: Coefficients

(Source: SPSS)

The above table displays the coefficients table for the study to determine whether the independent variable affects the dependent variable of the research. From the table, it can be seen that the value of p exceeds 0.05 for IV1 that is an economic slowdown. It can be said that the changes in the dependent variable will not be much with the changes in the independent variable of economic slowdown. On the other hand, the significance value for IV2 is seen to be lower than 0.05 and this shows that changes in policies will highly affect the recruitment process.

Discussion

The regression analysis shed light on the fact that the changes in policies and economic slowdown affect the recruitment processes. It can be seen that the policy changes have more effect on the recruitment processes. From this, it can be concluded that the changes in policies of businesses as well as the loss of freedom of movement have affected the recruitment processes and led to disturbances in the recruitment processes due to Brexit. It can be further concluded that the loss of profits and other business activities have affected the recruitment of individuals. The loss of workforce and poor working conditions are the major factors that affect the low retention of employees and thus there is a need to change the recruitment strategies in the nation.

Despite the early concern about the impact of Brexit on employment level, it has continued to grow, following the referendum of the employees to leave the European Union. It is evident that the employment growth rate has slowed down since 2019 and the labour market of the UK remains tight, as the number of vacancies are very high. Ultimately, the share of the organisations reporting difficulties in the recruitment have increased. The primary reason for this increase is the increase of European Union citizens who came to the UK for work, has not risen in line compared to the overall employment growth rate. The share of the organisations are also reporting to have hard to fill vacancies in response to the rising salary and increasing demand of the employee. In order to address the recruitment difficulties, increasing the salaries of the staff to attract them is not sufficient; rather, inclusive recruitment practices can be significant to build on a stable employee base and enhance the brand image of the companies. It will not only mitigate the difficulties of the hiring process in the short term, but will also make the organisation attractive for employing candidates in the long run as well. Likewise certain measures such as, provision of a flexible working environment, or availability of clear and concise career development policies and practices within the organisation, will also help the organisations to retain and recruit employees and skills.

6. Justification and Conclusion

Based on the above discussion it can be concluded that assessment seems to be prepared based on the application of Brexit and its importance in recruitment among the recruiters in the UK. The main objective of the research question is to identify some key aspects of the reports and answer all the questions conveniently. According to Read and Fenge (2019), lots of questions seemed to arise from any corner of the report and it seemed to be quite difficult to answer such questions. Due to these reasons, research questions have seemed to set out which helps to cover all the segments quite properly and once any gaps seem to arise they can be mitigated by future researchers.

The analytical approach that seems to be taken into account is qualitative data analysis in which the interview process has seemed to be conducted to know about the different perspectives of the recruiters about Brexit and the recruitment process in biotechnology. Quantitative research does not require any direct observation and researchers need to follow specific protocols and need to monitor every view of their participants. According to Jay et al. (2017), in conducting the interview process any core information about any of the organization needs to be kept safe otherwise it can hamper their business strategies. Apart from that, any kind of data that can create problems must be eliminated and needs to secure job opportunities among a large number of people properly.

The issues can only be mitigated by the cooperation of the biotechnological organizations and also from the other industries to provide an opportunity for several fresh-minded employees. According to Elliott (2018), as these people must provide hard work and show dedication to the industry, it is quite a positive result for several organizations to foster their business in the competitive markets.

Still a big learning gap needs to be filled though has to be in the near future, please take my above comments seriously and do immediate improvements you can. Good luck

Reference List

Apuke, O.D., 2017. Quantitative research methods: A synopsis approach. Kuwait Chapter of Arabian Journal of Business and Management Review, 33(5471), pp.1-8. Available at: https://www.arabianjbmr.com/pdfs/Arabian%20Journal%20of%20Business%20and%20Management%20Review%20(Kuwait%20Chapter)_KD_VOL_6_11/5.pdf

Arnorsson, A. and Zoega, G., 2018. On the causes of Brexit. European Journal of Political Economy, 55, pp.301-323. Available at: https://eprints.bbk.ac.uk/id/eprint/16769/1/16769.pdf

Austin, P.C. and Merlo, J., 2017. Intermediate and advanced topics in multilevel logistic regression analysis. Statistics in medicine, 36(20), pp.3257-3277. Available at: https://onlinelibrary.wiley.com/doi/pdf/10.1002/sim.7336

Brown, R., Liñares-Zegarra, J. and Wilson, J.O., 2019. The (potential) impact of Brexit on UK SMEs: regional evidence and public policy implications. Regional Studies, 53(5), pp.761-770. Available at: https://research-repository.st-andrews.ac.uk/bitstream/handle/10023/20693/Brown_RegionalStudies_Final_Version_14_03_19.pdf?sequence=1

Chen, S.X., Li, J. and Zhong, P.S., 2019. Two-sample and ANOVA tests for high dimensional means. The Annals of Statistics, 47(3), pp.1443-1474. Available at: https://www.imstat.org/publications/aos/aos_47_3/aos_47_3.pdf#page=26

Colantone, I. and Stanig, P., 2018. Global competition and Brexit. American political science review, 112(2), pp.201-218. Available at: ftp://193.205.23.141/pub/RePEc/baf/papers/cbafwp1644.pdf

Courtois, A. and Veiga, A., 2020. Brexit and higher education in Europe: The role of ideas in shaping internationalization strategies in times of uncertainty. Higher Education, 79(5), pp.811-827. Available at: https://core.ac.uk/download/pdf/334409908.pdf

Daoud, J.I., 2017, December. Multicollinearity and regression analysis. In Journal of Physics: Conference Series (Vol. 949, No. 1, p. 012009). IOP Publishing. Available at: https://iopscience.iop.org/article/10.1088/1742-6596/949/1/012009/pdf

De Block, D., and Vis, B., 2019. Addressing the challenges related to transforming qualitative into quantitative data in qualitative comparative analysis. Journal of Mixed Methods Research, 13(4), pp.503-535. Available at: https://journals.sagepub.com/doi/pdf/10.1177/1558689818770061

Dee, M. and Smith, K.E., 2017. UK diplomacy at the UN after Brexit: Challenges and Opportunities. The British Journal of Politics and International Relations, 19(3), pp.527-542. Available at: http://eprints.lse.ac.uk/80730/1/Smith_UK%20diplomacy%20at%20the%20UN_2017.pdf

Dos Santos, J.G., Erdmann, A.L., Meirelles, B.H.S., de Melo Lanzoni, G.M., da Cunha, V.P. and Ross, R., 2017. Integrating quantitative and qualitative data in mixed methods research. Texto & Contexto-Enfermagem, 26(3), pp.0104-07072017001590016. Available at: https://www.researchgate.net/profile/Jose_Guedes_Dos_Santos2/publication/320263644_INTEGRATING_QUANTITATIVE_AND_QUALITATIVE_DATA_IN_MIXED_METHODS_RESEARCH/links/59d84f82aca272e6095f9844/INTEGRATING-QUANTITATIVE-AND-QUALITATIVE-DATA-IN-MIXED-METHODS-RESEARCH.pdf

Elliott, V., 2018. Thinking about the coding process in qualitative data analysis. The Qualitative Report, 23(11), pp.2850-2861. Available at: https://thehomeworkwritings.com/wp-content/uploads/2021/04/Thinking-about-the-Coding-Process-in-Qualitative-Data-Analysis-by-Elliott.pdf

Fagan, C. and Rubery, J., 2018. Advancing gender equality through European employment policy: the impact of the UK’s EU membership and the risks of Brexit. Social Policy and Society, 17(2), pp.297-317. Available at: https://www.cambridge.org/core/services/aop-cambridge-core/content/view/0F815EBB6B64E274022A140544458A76/S1474746417000458a.pdf/advancing_gender_equality_through_european_employment_policy_the_impact_of_the_uks_eu_membership_and_the_risks_of_brexit.pdf

French, S., 2018. Between globalization and Brexit: Migration, pay and the road to modern slavery in the UK hospitality industry. Research in Hospitality Management, 8(1), pp.23-31. Available at: https://www.ajol.info/index.php/rhm/article/view/176707/166092

Goertzen, M.J., 2017. Introduction to quantitative research and data. Library Technology Reports, 53(4), pp.12-18. Available at: https://journals.ala.org/index.php/ltr/article/download/6325/8274

Guyon, H., Kop, J.L., Juhel, J. and Falissard, B., 2018. Measurement, ontology, and epistemology: Psychology needs pragmatism-realism. Theory & Psychology, 28(2), pp.149-171. Available at: https://www.researchgate.net/profile/Herve-Guyon/publication/323732108_Measurement_ontology_and_epistemology_Psychology_needs_pragmatism-realism/links/5ab36a36aca2721710025ce8/Measurement-ontology-and-epistemology-Psychology-needs-pragmatism-realism.pdf

Jay, S., Davies, P. and Reid, M., 2017. Brexit: Implications for employers. Employee Relations Law Journal, 42(3), pp.69-82. Available at: https://www.clearygottlieb.com/~/media/organize-archive/cgsh/files/publication-pdfs/alert-memos/alert-memo-pdf-version-201673.pdf

Lowe, A., Norris, A.C., Farris, A.J. and Babbage, D.R., 2018. Quantifying thematic saturation in qualitative data analysis. Field Methods, 30(3), pp.191-207. Available at: https://www.researchgate.net/profile/Andrew_Lowe6/publication/322659061_Quantifying_Thematic_Saturation_in_Qualitative_Data_Analysis/links/5c914a0c92851cf0ae8991ec/Quantifying-Thematic-Saturation-in-Qualitative-Data-Analysis.pdf

McGhee, D., Moreh, C. and Vlachantoni, A., 2017. An ‘undeliberate determinacy’? The changing migration strategies of Polish migrants in the UK in times of Brexit. Journal of Ethnic and Migration Studies, 43(13), pp.2109-2130. Available at: https://www.tandfonline.com/doi/pdf/10.1080/1369183X.2017.1299622

Mertens, W., 2017. Quantitative data analysis. Springer. Available at: http://ndl.ethernet.edu.et/bitstream/123456789/22995/1/134.pdf.pdf

Montgomery, D.C., Peck, E.A. and Vining, G.G., 2021. Introduction to linear regression analysis. John Wiley & Sons. Available at: http://sutlib2.sut.ac.th/sut_contents/H133678.pdf

Ong, M.H.A. and Puteh, F., 2017. Quantitative data analysis: Choosing between SPSS, PLS, and AMOS in social science research. International Interdisciplinary Journal of Scientific Research, 3(1), pp.14-25. Available at: https://www.researchgate.net/profile/Fadilah_Puteh/publication/322885790_Quantitative_Data_Analysis_Choosing_Between_SPSS_PLS_and_AMOS_in_Social_Science_Research/links/5a73d1320f7e9b20d490034b/Quantitative-Data-Analysis-Choosing-Between-SPSS-PLS-and-AMOS-in-Social-Science-Research.pdf

Orazulike, U., 2018. Post-Brexit threats to work safety and health standards and good working conditions in the UK. Psychosociological Issues in Human Resource Management, 6(1), pp.63-95. Available at: https://www.researchgate.net/profile/Ugochukwu_Orazulike/publication/321236602_Post_Brexit_Threats_to_Work_Safety_and_Health_Standards_and_Good_Working_Conditions_in_the_UK/links/5accb5d80f7e9bcd519bbf77/Post-Brexit-Threats-to-Work-Safety-and-Health-Standards-and-Good-Working-Conditions-in-the-UK.pdf

Purestaff.co, 2020, ‘How Will Brexit Impact the Recruitment Industry?’. Available at: https://www.purestaff.co.uk/how-will-brexit-impact-the-recruitment-industry/#:~:text=The%20movement%20of%20giving%20British,be%20less%20attractive%2C%20more%20appealing. [Accessed on: 15^th May, 2021].

Read, R. and Fenge, L.A., 2019. What does Brexit mean for the UK social care workforce? Perspectives from the recruitment and retention frontline. Health & social care in the community, 27(3), pp.676-682. Available at: https://onlinelibrary.wiley.com/doi/pdf/10.1111/hsc.12684

Read, R. and Fenge, L.A., 2019. What does Brexit mean for the UK social care workforce? Perspectives from the recruitment and retention frontline. Health & social care in the community, 27(3), pp.676-682.  Available at: https://onlinelibrary.wiley.com/doi/pdf/10.1111/hsc.12684

Ruggiano, N. and Perry, T.E., 2019. Conducting secondary analysis of qualitative data: Should we, can we, and how?. Qualitative Social Work, 18(1), pp.81-97. Available at: https://journals.sagepub.com/doi/pdf/10.1177/1473325017700701

Sampson, T., 2017. Brexit: the economics of international disintegration. Journal of Economic Perspectives, 31(4), pp.163-84. Available at: https://pubs.aeaweb.org/doi/pdfplus/10.1257/jep.31.4.163

Smith, M., 2019. The European Union and the global arena: In search of post-Brexit roles. Politics and Governance, 7(3), pp.83-92. Available at: https://www.cogitatiopress.com/politicsandgovernance/article/download/2133/2133

Sommet, N. and Morselli, D., 2017. Keep calm and learn multilevel logistic modeling: A simplified three-step procedure using stata, R, Mplus, and SPSS. International Review of Social Psychology, 30(1), pp.203-218. Available at: https://serval.unil.ch/resource/serval:BIB_B64BDD5DB9AF.P001/REF.pdf

Virdee, S. and McGeever, B., 2018. Racism, crisis, Brexit. Ethnic and racial studies, 41(10), pp.1802-1819. Available at: https://www.tandfonline.com/doi/pdf/10.1080/01419870.2017.1361544?needAccess=true&

Watkins, D.C., 2017. Rapid and rigorous qualitative data analysis: The “RADaR” technique for applied research. International Journal of Qualitative Methods, 16(1), p.1609406917712131. Available at: https://journals.sagepub.com/doi/pdf/10.1177/1609406917712131

Park, Y.S., Konge, L. and Artino, A.R., 2020. The positivism paradigm of research. Academic Medicine, 95(5), pp.690-694. Available at: https://www.researchgate.net/profile/Anthony-Artino/publication/337693284_The_Positivism_Paradigm_of_Research/links/6051f803458515e8344ed4d2/The-Positivism-Paradigm-of-Research.pdf

Saunders, M., Lewis, P. and Thornhill, A., 2003. Research methods forbusiness students. Essex: Prentice Hall: Financial Times.

Assignment Services Unique Submission Offers: