Values – Based Recruitment – CareTalk Magazine – Nov 2016


Back in November 2016, Cohesion were featured in Care Talk’s Magazine, giving our take on “Taking Values – Based Recruitment to the Next Level.

In this article, we talk all about our PHD project and how Values – Based Recruitment is becoming ever- more necessary in the pursuit of high – quality workers.

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Values – Based Recruitment

By implementing a values – based approach in your recruitment process, this could be extremely beneficial for you as an employer.

In a sector that is difficult to recruit for, we have noticed that by stating ‘previous experience necessary’ in our advertisements could be restrictive. However, by introducing a values – based approach, this opens the potential candidate pool far wider.

Something to remember is that you don’t necessarily need the qualifications and what Is really important is the values and behaviour towards people who need care and support.

Despite values- based recruitment not being a new concept, it is becoming more popular with several organisations. Many organisations are finding by focusing on applicants’ values and strengths, the quality of candidates is improving and is helping to deliver better quality recruits.

Already, many organisations have successfully implemented and evaluated values based recruitment practices. There are many benefits to be gained from investing time and resources into doing values- based recruitment well, such as: boosting staff morale, staff feel more valued, increased job satisfaction and an overall positive impact on staff turnover.

SkillsForCare state that recruiting the right staff results in lower turnover, but you have to get the recruitment part right! This approach involves establishing strong workplace values and ensuring that your workforce matches them.

By implementing values-based recruitment into your recruitment process could be extremely beneficial for you and with the care industry using this approach more frequently, we are really looking forward to seeing the results.

Tomorrows Care – “Not A Man’s World”


Tomorrows Care

We’ve recently been featured in Tomorrows Care, where we discuss the distinct lack of male nurses, childcare experts, and adult social carers in the Care industry today.

Take a look

In this article that has been featured in Tomorrows Care, by outlining our findings from reviewing our own data, as a company we are able to offer our recommendations for the future to help attract more men into the Social Care sector.

Our own data shows that from covering 27,000 job applications within this sector, that men have a higher drop – out rate during the application and interview stages of the whole process. As well as showing that approximately 25% of people are under the age of 25 and that only 40% of them are men.

By examining the gender split of job applications for roles within the industry, we are able to identify that there is in fact a consistent lack of men working in the social care sector.

Making a difference

There is a need to adopt new strategies to help attract male applicants, but also to support men throughout the interview process.

One area that could help attract male applicants is advertising.

Website/ career site and advert reviews could be a step in the right direction with improving your recruitment advertising.

Have a think…

Do you think that photos, colours, language and profile can encourage or discourage certain types of applicants?

Little things like this could steer male applicants away from looking and even applying for a job role on your website, so it’s worth having a look at how you could potentially change this to appeal to both male and female.

Video interventions, Interview feedback and exit and retention data are a few other ways that we think might make a difference when it comes to improving the recruitment process and attracting more men into the social care sector.


“From Application to Offer” – The AGR Magazine Feb/Mar


AGR - Application to Offer

We’ve recently been featured in the AGR magazine in their Feb/March issue. Read all about how, for Associated British Foods (ABF), we keep candidates engaged from the moment they click ‘apply‘, to the moment they receive their offer.

Take a look

Candidate engagement is at the top of everyone’s agenda and is a key priority for many organisations.

Therefore, following the candidate journey from application to offer is extremely important.

By engaging with someone from the beginning of the process, you are able to make sure that their journey is a great one.  Engagement starts at the point a person has their first interaction with your organisation and making sure it’s a positive interaction. What someone hears, reads and the information they are asked all have an impact on their opinion of you and your business.  Another way for you to understand what is important to your employees is listening to what they have to say.

Being there and being able to answer any questions or queries that candidates have would make the process more “human”.

At Cohesion we make sure that after every stage of the process, regardless of whether or not the candidate is successful – they are given extensive feedback on their performance.

The overall time from application to offer plays a massive part in how engaged candidates are during the entire recruitment process.

In the summer of 2015, Associated British Foods UK Grocery (ABF) partnered with Cohesion Recruitment to deliver their Graduate Recruitment Programme. Throughout the recruitment process, the aim was to find the best future talent for the business, whilst providing a market – leading candidate experience.

The ABF recruitment process revolves entirely around people. For ABF, engaged candidates translate directly into engaged employees – this is why it so important that we get our recruitment process right.


30 People to know in Apprentice Recruitment



Cohesion’s very own Debbie Edmondson was recognised as one of the most important people in Apprentice Recruitment in 2016. It’s a fantastic achievement when one of our Director’s is recognised for the brilliant work they do.

Who else is on the list?

The rise of Apprentice Recruitment

The rise of Apprentice Recruitment is not only exciting for employers, but it is also creating more opportunities for recruiters to recognise what is needed to be done to engage more with the early talent market.

According to the Institute for Student Employers (ISE), Apprenticeships and school leaver programmes are increasing rapidly.  Non- graduate routes have grown 50% amongst respondents since last year.

From their Summer 2018 report, 138 members of the Institute for Student Employers (ISE) reported appointing 6,265 apprentices and school leavers which is about 2% of the people under 25 starting an apprenticeship. The 138 employers involved in the research collectively brought 32,202 young people into their businesses during 2017/18 and out of the 32,202 young people, 766 (12%) of them were direct entry from school leavers.

With the huge changes in the recruitment market from the levy, to trends that have taken place in 2018, the Early Talent recruitment market is looking optimistic and we can only hope for the progress to carry on throughout 2018 and into 2019!

Apprentice Recruitment in Practice

The Apprentice Recruitment market is continuing to grow and there are many things to consider when it comes to hiring apprentices. It is very important for employers to know what exactly they need to do to engage more with the current generation of early talent and is what they are already doing enough?

Representing Cohesion, Debbie Edmondson is amongst one of the few speakers that will be discussing what the Early Talent market is doing at the moment in more detail at our next event:

“From Schools to Social Media – Engaging with the Current Generation of Early Talent”

Cohesion will be exploring the current Early Talent landscape/ latest trends alongside exploring the parental influence and how social media can be used to attract and engage with Early Talent.

This event takes place in November 2018.

Recruiting Men to Social Care

Care Talk

We’ve recently been featured in Care Talk, where we discuss the distinct lack of male nurses, childcare experts, and adult social carers in the Care industry today. Recruiting Men to Social Care needs to be improved.

Take a look

Today’s recruitment crisis:

SkillsForCare state that 1,00,000 new workers will be required to work in social care by 2025.

As recruiters, Cohesion believe that by attracting and recruiting more men, especially under the age of 25 could significantly help with closing the gap in Social Care Recruitment.

Men can play an essential part in the Social Care sector, especially when caring for men from the older generation. However there is a significant lack of men actually working in the Social Care sector.

At Cohesion, our recent analysis of 27,000 care applicants showed that approximately 25% of applicants to the sector are under the age of 25 and that only 40% of them are men.

On Monday 12th November 2018, Cohesion’s very own CEO – Will Shepherd and Talent Director, Dave Beesley attended the National Care Forum Managers Conference in Kenilworth and held a workshop session discussing attracting a more diverse workforce, specifically focusing on attracting men to work in Social Care.

Social Care Recruitment data:

We analysed the data of 27,000 applicants across a number of different types of organisations. All Care organisations, but different brands, roles, locations and cultures.

We concluded that as well as needing to attract more male applications, we also need to support men throughout the entire recruitment process to reduce the likelihood of them dropping out. Our analysis shows that men tend to drop out of the interview process at a greater rate than women.

It’s a no-brainer that there is work that can be done on the recruitment process. There are plenty of initiatives that a recruitment team can make to enhance how they recruit generally.

Additionally here at Cohesion, we have started a series of trials that we think might make a difference to the recruitment of Men in Care. From interview feedback, video interventions to website/career site and advert reviews, these are just some of the ways that we are using to help and support applicants on their journey and potentially get more men on board to work in the social care sector.

From our research and data it is evident that there are more men out there to attract. While there may be some merit in the argument that there is not a 50/50 split between Males and Females with the appropriate level of qualities to make good carers, we do not believe that we are at the current equilibrium. In conclusion, more needs to be done!


Daily Mirror – “A Career in Caring”

Darren Daily Mirror

We recruited Darren for a client down in Milton Keynes, after he found himself out of work and struggling to feed his six children. Darren had spent his lifetime working in factories, warehouses and gardens, but decided to make a significant career change and apply to work in Care.

Read Darren’s Story

In this article, Darren shines a light on how satisfying it is to work in care.

Why choose a Career in Caring?

Getting a job in Social Care has not only allowed Darren to make a difference in other peoples lives but has also significantly made a difference in his own life. Darren highlighted that helping others does wonders for your self-esteem.

It’s often forgotten how many different job roles there are within the Care sector. Depending on what you’re interested in, who you want to work with and where you want to work, there will be something out there for you.

Because of the increasing number of people living longer and the growing number of older people needing care, adult social care is growing and there is a huge demand for workers.

With plenty of opportunities for progression, social care has a lot to offer. Just like Darren, SkillsForCare state that 96% of workers said they feel their work makes a difference.

Values – Based Recruitment

Despite not having worked in Care previously, Darren was given the break he deserved and was given all the required training needed.

By implementing a more values- based approach in recruiting, this could help you employ more people like Darren.

The great thing about finding a career in caring is that if you want to help people there is a social care job out there made for you.

Something to remember is that you don’t necessarily need the qualifications and what is really important is the values and behaviour towards people who need care and support.