Innovative recruitment, evolution and Vanilla Ice

innovative recruitment

Stop, collaborate and listen.

When we think about top innovators or evolutionary theorists, we may think of the likes of Charles Darwin or Steve Jobs – well, Google certainly does anyway.

But really, who could be more inspiring than that guy with the oddly trimmed goatee and a sensational 90’s one-time rap hit?

Maybe a more seasoned recruiter would give a better example, but, as a “recroobie”, I look to Vanilla Ice for my innovation inspiration.


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Innovative Recruiting

Innovative thinking allows us to progress, respond to competition and develop unique selling points. These are all important elements within the world of recruitment. And what better way to get those results than stopping, collaborating and listening?

Innovation, like evolution, should be a force and not a process. Ideas bind us together, they mutate and they spread.  Stopping is the catalyst that allows us to act out of curiosity and begin to collaborate.

Here at Cohesion we are always looking for new ways to interact with candidates and create the highest response rate possible for our clients.

Using social media for recruitment

Our Thames Water Graduate recruitment team were able to do just that by collaborating with our  marketing team to create a truly unique and innovative recruitment experience.

Through sharing, listening and maintaining a strong focus on success we were able to host an extremely fruitful Twitter Q&A session with prospective applicants (search #AskTWGrads on Twitter to see for yourselves). This not only allowed us to interact with candidates in an entirely new way, it also increased Thames Water’s follower count,  encouraged an influx of applications and enhanced Thames Water’s employer brand.

Better ways to recruit

Innovation allows us to attain the seemingly impossible. In an industry thriving on change and flourishing at such a rapid rate, we need to keep up.

With that in mind, how can one recruiter effectively prep 15 candidates for an assessment centre in under 1 hour? Well, by implementing something as easy as a conference call – which we did.

It’s a little bit like Queen and David Bowie creeping in at the beginning of ‘Ice Ice Baby’. We need to utilise what we have in order to revolutionise the way we think.

We are constantly looking to evolve – and within this industry, we need to stop, collaborate and listen in order to achieve that.

Are you thinking about hiring graduates? Click here to find out what Cohesion can do for you. 

Why values based recruitment is a no-brainer

values based recruitment social care

Last week I had the pleasure of spending a morning with colleagues from Skills for Care, Alternative Futures Group, Profiles4Care and Avenues Group.  The strand that holds us together – values based recruitment.

Now it’s no secret that social care has its fair share of recruitment problems.  It speaks volumes that the sector is growing, yet thousands of front-line jobs are still sitting vacant.  HR teams are at pains to come up with a reliable and consistent way of filling care and support vacancies.  Even harder still is the need to fill vacancies with the right people, who will actually stay.


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Why values based approach to recruitment may be part of the answer.

At the heart of values based recruitment sits the idea that skills are something that can be taught and developed with the right training.  What really matters are the values and behaviours sitting at the core of the individual.  When you plug this approach into recruiting a high performing support worker, this means that what you might be looking for is that passion for making a difference to the lives of others.  It’s a part of their DNA.  Not making a difference is simply not an option.

I think the social care sector is onto something here.  We’ve seen it with our own clients.  These individuals are easy to spot.  When you talk to them they have a genuine and sincere enthusiasm and passion for enabling others to live happy lives.  Putting higher calibre applicants in front of hiring managers becomes much easier, because you can spot a ‘fraud’ a mile off.

I say values based recruitment is part of the answer.  It doesn’t solve attraction problems on its own.  The sector still has far more work to do in how it sells itself and retains staff.

Freeing from the shackles of previous experience

What it does do however is open the potential candidate pool far wider.  When you remove the shackles of having to recruit for previous experience, you have far more interesting places to go with your candidate sourcing strategy.  We’ve seen it first hand – one of my most memorable interviews was with an applicant who was working at B&Q, but the one thing he loved most about his job was his role as an employee champion – supporting his colleagues to ensure they were living a fulfilled life at work.  He blew the client away at interview and was offered the job on the spot.

So often social care is berated for being behind the times but I can’t see any reason why this approach shouldn’t be adopted elsewhere.  How many times do we complain about the customer service rep who just doesn’t care, or the pushy sales person who doesn’t have our best interests at heart.  If these skills can be taught and developed, then recruiting against values is surely a no-brainer.

Cohesion celebrates 2 years of recruitment with Turning Point!

All around the world today, people everywhere will be celebrating their relationships.

And here at Cohesion, we’re no different. Except, it is a different type of “ship” we’re celebrating. A partnership.

Two years ago today, began our recruitment partnership with Turning Point – one of the UK’s leading Health and Social Care organisations. Since then, by Turning Point’s own admission, we have become, “an integral part” of their HR team. In fact, it’s hard to imagine a time when Cohesion did not fully manage Turning Point’s recruitment function.

When the idea of working together first surfaced, Turning Point were on the hunt for a partner who was as forward-thinking as they were.

They wanted a “one-stop end-to-end” service for their recruitment managers and candidates alike.

They didn’t just want quality hires – they wanted meaningful recruitment data and a sophisticated applicant tracking system along with it too.

Looking back so far, we’d like to think we’re achieving this – and more (click to enlarge):

Cohesion & Utning Point

Aside from the facts and figures, here’s what the people at both Cohesion and Turning Point had to say:

Melissa Moore, Recruiting Partner at Turning Point:

“Cohesion have worked hard to ensure the service they provide is suited to both the organisation and the applicants. We now have a seamless process that makes the Cohesion recruitment team an integral part of the wider HR team. Cohesion provide essential management information to both recruiting managers locally and senior stakeholders within Turning Point making them not only a resourcing partner but a strategic one too. The team are fantastic and are very flexible with their approach to our recruitment. “

Dave Beesley, Account Manager at Cohesion:

“The partnership between Cohesion and Turning Point has grown from strength to strength over the past 2 years. The key to our partnership so far is our shared desire to constantly evolve and improve as the recruitment world changes. Turning Point is an aspirational organisation – passionate about the service they provide. We share that passion about recruitment here at Cohesion – and that’s important. Ultimately, we are very proud of our partnership with Turning Point, and I am really excited about the future.”

Here’s to a fruitful two years and many more to come, Turning Point!