social care roundtable

There are currently a number of issues linked to recruitment- skills shortages are wreaking havoc, employment rates are creeping up and competition for top talent is fierce. This doesn’t only affect us as a business, but also our clients.

We are proud to be passionate about the success of our clients’ businesses as well as the sectors they work within.

Download our e-book for tips on recruiting the best people in the social care industry

On 30th January, Cohesion is holding a Social Care Recruitment roundtable event on future-proofing the UK Care Sector Workforce.

It’s estimated that the adult Social Care sector in England alone will need an additional 1 million workers by 2025, yet the sector is struggling to evolve.

Plagued by a number of challenges including low pay, high turnover, a disproportionate level of diversity, ignorance about career pathways and a negative image. Raising the profile of Social Care is a critical issue that needs to be addressed.

We are excited to be holding a roundtable discussion where we will be debating this hot topic with key players in the industry, including speakers from Skills for Care.

We have representatives attending from some great organisations, including Livewell Care, Midway Care Group, Turning Point, Helping Hands, Places for People, National Autistic Society, Central and Cecil Housing and The Guinness Partnership.

Also attending will be the PhD student we are sponsoring to carry out ground breaking research in to recruitment in the Social Care sector. Read more about our Social Care Recruitment PhD here.
This is an exciting opportunity for us to discuss issues in the industry, not just from a recruitment perspective, but from Social Care providers too.

Read our latest ebook on future-proofing the Social Care sector.

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Are you thinking about recruiting carers? Here at Cohesion, we’re experts in social care recruitment, click here to find out how we can help you. 


recruitment 2015

Last week our Talent Director, Debbie Edmondson talked about the challenges recruiters will be faced with as we enter 2015. This week, Luke Peters, guest blogger and recruitment enthusiast talks about a new approach towards hiring in 2015:

We are all aware of the immense shortage of skilled labour and this will be a really big problem for even the most experienced recruiter. With various New Year’s resolutions in the air, there also must be a change in the way recruiters think, and this calls for a fresh approach to hiring. The outcome for your recruitment plans will depend highly on how you adapt and react- for the recruiters who are already rolling up their sleeves for the challenges they might face this year, here are some new rules to the basic process of hiring and acquiring talent for your organisation.

Download our e-book for our great tips on running the best recruitment campaign ever!

Break Your Own Work Boundaries

As the population increases, so does the demand for jobs. With the on-going demands of the industry, recruitment is no longer a 9-5 job and must serve the clientele at flexible hours. The passive candidates are one of the major focuses for the recruitment industry and hence the industry must also keep in mind the various needs of such candidates. Video interviews are now possible via Smartphones and mobile phones and have made recruitment an industry that almost works 24×7.

Hire from within the Organisation

Most companies that have engaged workers have a considerably high productivity rate, customer satisfaction ratings and a higher profitability. Such employees are highly skilled and are able to work within the various departments without any problem. To ensure that you hire the best workforce, try to target this particular section when hiring from within the organisation. Such skilled employees can also be used to attract other skilled employees from their social circles via referral schemes. Using employees as the part of a hiring team has been proven to attract the most skilled labour as compared to other methods of recruitment.

Embrace the Technology

We are essentially living in the future and the best way to enjoy the future is to embrace the technology that drives it. There are several technological advancements like the video interviewing interface that also works on mobile phone and Smartphone devices. These have broadened the horizon for the recruitment industry and have extended the recruiters’ reach on a global level. Surprisingly, even though there have been significant technological improvements in the mobile phone industry, many companies do not employ a mobile hiring strategy. Recruiters might be surprised to know that more than 90% of the candidates looking for a job use mobile technology for job hunting; it has become essential that recruiters focus on this segment if they want to know a better way to reach a higher number of candidates. You can use mobile phone technology for most elements of the recruitment process, from attracting job seekers to conducting interviews. So why not revolutionise the industry? As more and more challenges arise, so will new solutions to each problem.

The only way to build a strong recruitment business is by keeping up with the changes and adapting to changing technology.

Author Bio: Luke Peters is the current contributor for and likes to write on topics relating to finance, management, hiring, and workforce management. He likes spending his free time researching various topics and keeping updated with the latest news in the market.

Are you thinking about recruiting people to your business? Click here to find out what Cohesion can do for you. 



As we enter 2015, it’s important to assess what issues currently exist and what is lying ahead, not only for us as a business, but for the recruitment industry as a whole. 2014 saw a multitude of issues across different sectors and 2015 is the year to implement new recruitment strategies and make a real difference. So, let’s take a look at what we are focussing on for the year ahead.

Skills Shortages

Rigorous recruitment processes need to be implemented in order to combat the skills shortage. This is something which is causing issues across several sectors, including care, construction & engineering and the IT sector as a whole. This not only means that, for many, the recruitment process needs to be restructured, but that planning for the future is a necessity and could mean the difference between success and failure for many organisations.

Download our e-book on running the best recruitment campaign for more tips to engage, reach and retain the best staff

Candidate Engagement

Employment rates are creeping up, so, inevitably, candidate numbers are decreasing. Engaging with candidates throughout the recruitment journey has never been so important- great candidates will be lost to other businesses if they aren’t receiving a great recruitment experience from you.

Graduate Recruitment

In our Graduate market, less really is more. Grads don’t want to fill out lengthy online application forms – they want quick and easy application processes which they are able to complete on their mobile phones. Graduates are the stars of the future- their needs should be met to ensure that emerging talent is drawn to your business.

Values-based Recruitment

Hire for attitude and train for skills! Values and behaviour based questioning is much more prevalent in the recruitment process, we are advising our clients to think carefully about which roles they can train and develop skills in- we believe this is the way to recruit the right people for you.



Building candidate communities and keeping them involved and engaged in what’s happening in your organisation is key to building your talent pipelines of the future. Imagine not having to advertise your vacancy because you already have a pool of ready-for-work candidates waiting to step in to the role. This doesn’t happen by accident- having regular conversations with interested candidates will set you apart from the competition.

Big Data and Recruitment Strategies

Delving into big data will help us to understand what works well and what doesn’t. Which attraction channels prove best for recruiting good quality people who stay longer? What is your application demographic data telling you about which employees you retain the longest and achieve success? We record a lot of data in the recruitment process and need to ensure we fully analyse it to give us some focussed recruitment strategies.

Working Patterns

The way people want to work is changing. People are working longer and retiring later. In some cases where skills are in severe shortage, people are coming out of retirement to job share, earning as much in a part time role as they were previously in a full time role.

Employees want greater flexible working – the ability to balance family life has never been more important and advances in technology mean this is easier to achieve. Recruiters and employers need to also be flexible and think about roles which could attract a greater number of quality applicants if the working pattern is adjusted.


Emerging Talent

Competition for emerging talent is also increasing, with greater numbers of school leaver programmes popping up. This is a great way to combat the skills shortages in the future. However, it’s really important to retain good staff for the long term which involves checking in with them regularly and measuring engagement.

International recruitment

We are seeing an increase in international recruitment, specifically in care and construction. Last year we successfully filled a number of roles for one of our Social Care clients through international recruitment and believe it is a great way to grow your business and combat the skills shortage.

Looking Forward

Through our recruitment expertise and continued commitment to our total recruitment philosophy, we know that 2015 is going to be a great year. For more information on some of the issues discussed here, please download any of our free ebooks with top tips on the recruitment process and how to combat some of the industries toughest issues.

Are you thinking about recruiting for your business? Click here to find out what Cohesion can do for you.