Pinterest is currently rated as the fastest growing social media platform, expanding at a higher rate than both Facebook and Twitter.  With that in mind, here at Cohesion, we are forward thinking with our approach to new ideas and trends. We understand the importance of social media in relation to business success and today we are introducing our Pinterest account to join our social media family!

Why not take 5 minutes out of your busy day and have a look? From interview hints and tips, to recruitment news and influential leaders – our boards are jam packed with interesting topics to fill you with inspiration.

Take a look here.


It is no secret that the population—and therefore the workforce—in many countries is ageing and that companies are struggling to adapt. Birth rates have been falling for many years and consequently the numbers retiring will outnumber young people entering the labour market.

An ageing workforce is a worrying problem within any industry, however for transport and logistics the concern is even higher. Currently there is a shortage of approximately 35,000 to 40,000 workers, and this is expected to increase to an estimated 240,000 by 2023 and unless a method is implemented to attract younger employees the shortage will only worsen. But can the shortages be reduced if employers can find ways of making better use of older workers and encourage people to stay in work longer?


  1. Put your employees first

The shortage is effecting a wide range of companies from SME’s to blue chip giants, including BMW, who have recently spoke out about their increasing problem. Their main concern, like many other similar companies is that, although their ageing workforce holds more experience and knowledge, this is also paired with reduced physical abilities, poorer eyesight and increased risk of work related illness or injury in such a physically demanding role.

To combat this problem BMW set up an internal experiment, to source the key problem areas when a production line was made up of employees of the age of 47 and higher. From their findings BMW are now making significant improvements to tailor their working environments to suit workers. This is a step in the right direction for BMW and something that other companies should also be adapting.

  1. Higher incentives

According to HireRight, the top four monetary based retention approaches are:

Increased pay (52%)

Upgrading equipment (47%)

Performance- based bonuses (45%)

Recognition and reward programmes (44%)

It is important to highlight and celebrate the culture, values and benefits that make working for your company great. Managers need to be aware of everything the company has to offer, and communicate those advantages to existing employees to help increase retention rates and give back to long residing employees

  1. ‘Recruiting for values’

The image of the transport and logistics sector needs to be revolutionised, to create an industry, which is more appealing and desirable for new recruits.  A method adopted by many within the social care industry, ‘recruiting for values’ could also be a step in the right direction for transport and logistics.

Employees need to be passionate, hardworking, flexible and dedicated, by containing a combination of these values it stands an employee in good stead of having a long term working relationship with their organisation. Setting expectations from the start is key from the employer to help new employees know what is required of them. For example long hours, working split shifts and overnight hours to complete large jobs, which have tight deadlines is often required within this sector.

  1. Expand your reach

Rather than sticking to social stereotypes when sourcing employees, companies are now driving traffic towards women, immigrants and veterans to create a more diverse talent pool. Higher input and effort need to be focused into methods of attraction and both research and development, combined with the use of targeted marketing campaigns to see a significant impact. Currently the most common recruitment methods are referrals (83%), online job boards (62%) and print media (57%), proving that word of mouth is still at the forefront for this industry.

For the support of women in the industry, the Government is now putting increased pressure on companies for equality in the workplace when it comes to progression and pay. For companies that help women realise their potential they will receive recognition, support and encouragement. The ‘Inspiring Women Campaign’, was set up for high achieving women to talk to girls in state schools about their position and career route. 15,000 women have already taken part to showcase and portray a different image of a stereotypical industry, in the hope of increasing the workforce from an early age.

For more information on how to combat some of the issues within the transport industry read our eBooks by clicking here or call Adam Baldry now on 0121 713 6956

Written by Josephine Lester, Marketing Executive


Recruitment is the process of having the right person, in the right place, at the right time and it is crucial to organisational performance. According to a report from Oxford Economics the cost to employers of replacing a single member of staff is at least £30,000, so you need to get this right!  Ensuring your talent management strategy is up to scratch is vital for securing the correct candidates and ensuring they are respected and treated well in your organisation.

The last thing you want is to lose your top talent to other companies who may be offering a better work package and benefits.

In a recent survey Deloitte, HSBC, BT and Tesco, as well as the Department for Business, Innovation and Skills, were among 127 employers to reveal that more than half were having difficulty filling vacancies and most will spend more on training to bring recruits up to standard. Therefore it is important that the top talent you have within your organisation are retained and are there to stay!

It is essential to understand exactly what Talent is and how Talent Management is being used today in organisations. According to the CIPD these are defined as:

  • Talent consists of those individuals who can make a difference to organisational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential.
  • Talent management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation

Many organisations are now focusing on evaluating their staff members; from this are able to develop their strengths and create training programmes tailored to each individual. The process is an ongoing loop from attracting, developing, managing, tracking and evaluating talent management – each part of this process in equally important in building a planned strategy to effectively measure the return on investment.


Within the managing talent category sits retention interviews, which are a one-on-one structured discussion between an interviewer (this may be a hiring manager, a member of HR or an impartial third party) and an employee within their employment. These interviews identify and reinforce the factors that might drive an employee to stay.

Retention or ‘stay’ interviews are a great way to find out what’s working well in your business and what might not be working effectively.

So the question is what works well and what can you do to ‘give back’ to your talented employees? Most businesses now offer flexibility, up front about working hours, actively promote good morale and offer plenty of training and development opportunities. Also, bonus plans are a great way to inspire and motive employees whilst rewarding hard workers and creating an overall positive office moral. According to Hubspot, innovative companies are now coming up with the idea that employees can suggest their own incentives allowing them to work towards rewards they want. Guess you need to get your thinking caps on!

Overall, you need to be forward thinking about talent management to ensure that your talent strategies contribute to your bottom line!

Written by Josephine Lester, Marketing Executive



Because competition is fierce when it comes to acquiring top talent.

The construction and engineering industry is a broad sector that affects the world you see around you.

Key growth areas have been recently noticed within the Manufacturing (43%), Construction (43%) and Engineering (33%) industries. With this in mind, it is vital that when it comes to recruiting within these sectors that your attraction strategy is second to none.

Your recruitment process really will help you to fight off the competition when it comes to competing for top talent in construction and engineering.

Employer branding

What does your employer brand say about you? The first thing that a candidate will do is jump straight to your website, this needs to wow them from the off. You don’t see the likes of Vinci and Laing O’Rourke with half-hearted attempts at website design with bad links and damaged pages. Your site should be no exception either.

Following this, your website and social media accounts need to be well connected and if you’re still dubious that social media has an effect on recruitment then you are already 10 steps behind your savvy competitors.

Did you now there are 3 BILLION internet users worldwide and last year 76% of those seeing jobs found their new positions through Facebook?… Yes you read that right… Facebook – start updating your profile now! And don’t forget to consider pay per click campaigns that run on Facebook- these can be hugely useful.

In 2012, Employer Brand International launched the ‘Certificate Employer Brand Leadership’ to build leadership ability between different brands. Companies are now using a range of metrics to measure the ROI of their employer brand projects. From social media, career website development, to recruitment branding and induction programmes. These all need to be considered to increase brand promotion- an effective employer branding strategy could have long term improvements in the long run.

door mat

Be ready to welcome prospective candidates from the word ‘go’

Engagement is key!

Engaged employees stay longer – you know how intensive recruitment can be! Why go through the process over and over again when you can get your engagement strategy sorted and retain your employees rather than losing out? With companies like Glassdoor becoming more popular by the day, the last thing you want is an unhappy employee voicing their opinions for all to see as this could deter the next wave of geniuses knocking on your recruitment door…

Engagement should happen from the moment your employees walk through the door and continue indefinitely. From incentives such as employee benefits, company values and career progression this helps employees to understand where they sit within your organisation. Are you aware that employee engagement also affects the mind-set of people within your organisation? Engaged employees truly believe they can make a difference within their workplace, teamed with the skills and abilities they possess they are more confident and willing to contribute, they see the change and want to make it.

Do you have extra schemes within your company that your employees can be a part of? Do you take part in webinars and conferences for extra training and learning and development for your staff? Within the construction industry, 3D modelling technology is increasingly used to give engineers a better understanding of projects – paid training days to educate new employees of key equipment is a way of attracting applicants to your organisation. Furthermore, CSR is becoming a greater focus to help keep the environment safe from the over usage of energy and carbon emissions. This shows that your organisation is doing its part to help out with sustainability, this will be an attractive quality for many applicants and will allow them to give back to the environment and regenerate local areas.


Industry stereotypes can often deter individuals applying for roles which society would class as ‘unsuitable’. The construction and engineering world is largely male dominated. However, it is important to increase female participation within the industry. This will not only help to fight the skills shortage, but also to help enrich creativity and insight, without which, business development rates could see a decrease.

Matchtech recently sponsored the ‘Engineer of the Year’ at this year’s Women in Construction Awards (WICA). Here’s an insight from a female engineer:

“You leave behind something that will be used and hopefully admired, by members of the public. We get to use our creativity and innovation, work as a part of a team, travel, earn good money and learn new skills.”

woman on phone

Women are great ambassadors for the industry when you’re looking to recruit a new type of candidate

This kind of information should be showcased, it’s a great testimonial for the industry and is an example of how women can act as ambassadors for construction and engineering in order to attract more women in to the industry.

Additionally, particularly within the engineering sector new schemes have been put in place to attract graduates, with attractive pay packages and progression routes. Recent graduates are also buddied up with consultants to give them on the job training and often giving them high responsibility from the off so once fully trained they are able to juggle several projects simultaneously.

Values based recruitment

social mobility

Recruiting for values and training for skills can mean you get the right fit for your business.

Values-based recruitment is an approach that focuses on the values of applicants and can be defined as a set of guiding principles that influence our judgement, behaviour and the decisions we make.

It is vital that, as well as holding the correct qualifications for the role, employee values are also a high consideration. Within the engineering and construction world, communication, interpersonal skills and the ability to work well in a team are important. With many projects requiring planning, organisation and often many changes – the aptitude to work with a client and explain the task in hand is a key component of successful development.

Competing for top talent in construction and engineering is really about your position in the industry. Make your business and your role attractive! In order to fight off the competition, you have to implement innovative recruitment methods that really help you stand apart.

For access to our library of free ebooks (including ‘How to combat the skills shortage: construction) click here. For more information on how Cohesion can help with the recruitment of your workers, call Adam Baldry now on 0121 713 6956.

How to recruit drivers

There is a national shortage of drivers, and here’s what PwC have to say about it – “49% of transport & logistics CEOs intend to increase the headcount. Yet, even though skills shortages are a growing cause of concern, almost two fifths of T&L CEOs say their companies are not yet actively searching for talent in different countries, industries or demographic segments”(PwC 2014)


The transport and logistics industry will see an increase in vacancies throughout the year.

However, a survey of Transport & Logistics CEOs about potential business threats showed that they were most concerned about the availability of key skills, with 19%  being ‘extremely concerned’ (PwC 2014).

As part of this growth, there will be a need to recruit more drivers, a role which has featured in Forbes’s 10 hardest jobs to fill, alongside nurses and skilled trade workers.

With a large proportion of LGV drivers being over the age of 60 and a 31% decline in the number of individuals passing their LGV test (Forbes), recruiting drivers really is a challenge.

Download our e-book on employee engagement for more tips on building a great work-force

Read on for 7 Ways to Recruit Drivers:

1. Invest in your driver recruitment campaign

First thing’s first, you can’t hope to design and implement a great recruitment campaign without investing time and money in it. However, you need to know which areas to consider and invest in.

Have you thought about the need for innovative talent acquisition tactics, a unique employer brand or a robust onboarding strategy? Consider handing out flyers and cards at service stations. Always outline the benefits of working for your business and what makes you better than your competitors.

These elements all form vital parts of the recruitment process and we haven’t even mentioned screening or assessment centres.

2. Consider employer graduates and apprentices

Connecting with schools, colleges and universities is a fantastic way of building relationships so that enthusiastic students can file applications for placements, apprenticeships or for a permanent role after graduation.

Did you know that 96% of businesses report benefits from their apprentices?  Governmental schemes are now readily available to support businesses that are happy to intake apprentices – make your investment now, and you could see big future changes.


3. Encourage greater workforce participation amongst the over 50s

Recruitment is a significant factor when considering the future of your business and a strategy must be put in place to rejuvenate growth across the sector.

A new report by ILC-UK suggests that by 2050, higher participation rates amongst the over 50s could deliver 12.6% more economic output per person, that’s if participation rates by age remain the same.

As well as being highly skilled, the older members of your workforce are great role-models for your new employees, they can train and mould new talent into the future stars of your business.


4. Referral schemes

The trick here is to ensure that there is a great incentive for your drivers to take part in your referral scheme.

Educate your drivers on what you’re looking for, tell them exactly what good looks like. Your current drivers know what it’s like to work for your business and will act as a great ambassador, they will also have a good idea of who is likely to be a good fit.

Talk to your drivers and let them know how they can earn a great referral bonus.

5. Think like a marketer

Using Social Media and SEO to drive traffic to your website and recruitment landing pages will improve your chances of finding passive candidates.

Headhunting and direct sourcing may form part of your recruitment process, but using marketing tactics will help you recruit drivers. Make full use of any blogging or content marketing opportunities as these will attract a range of individuals to your page.

If you have the budget for it, pay-per-click campaigns may also be a viable option for encouraging a wider audience to visit your recruitment landing page or career to recruit drivers

6. Research

Know the industry and know your competitors. What is going on in the market with it comes to pay, benefits and hours? Knowing what this looks like will allow you to offer a competitive package to potential employees.

Employee surveys will help you to understand what current employees like and areas that need improvement- this will allow you to strengthen your employer brand and offer better benefits.

Research is important- you need to know your position in the market and whether you’re offering a competitive package to your drivers.


7. Strategic Relationships

Do you have a resourcing partner that is currently helping you fill your roles? Ensuring strong relationships are developed with a good understanding of the resourcing objectives will help contribute to your recruitment needs whilst developing your recruitment strategy.

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