Technology is something that is constantly improving and changing. So, of course Technology can play it’s role in helping improving the recruitment process.

Talent Director at Cohesion Recruitment discusses technology in recruitment in an article that was published on SocialHire in March 2019.

In this article, Dave highlights how technology can be used as a way to improve the recruitment process.

By implementing 5 different ways to improve recruitment, each step is explained fully in this article.

Read the full article here:

In March 2019, Cohesion hosted their first Early Talent Insight Day discussing ‘Candidate Experience as a USP‘.

CEO of Shortlister, David Dewey presented at the event and highlighted significant improvements that can help to improve your candidate experience through the use of technology.

David provided a strategy on how to identify candidates pain points. Alongside highlighting just how simple technology can be utilised to deliver a standout candidate experience throughout the recruitment process.

The event was a major success and some great points were raised by both guest speakers and attendees.

If you would like to read more about what David had to say about, our most recent white paper is now available to read on our website here:

David has also produced a webinar covering the same topic that he presented at our event. This webinar can be found here:

We have received some great coverage recently, with being mentioned in a article that was published on BBC Education.

In this article on the BBC ,Cohesion’s very own Early Talent Director, Debbie Edmondson highlights the importance of a diverse workforce.

Cohesion recruited Emily into her role for our client Hanson.

Read the full article here:

Importance of Early Talent Diversity

Diversity within an organisation is about encouraging a wholly-inclusive workforce – embracing employees on different backgrounds, ethnics, and cultural benefits.

Recruiting female graduates into construction is an example of the bigger diversity picture, and the misconceptions that recruiters are having to work to over come.

Improving diversity in your workplace will bring so many additional advantages and positives. First and foremost – the variety of talents, skills, experiences and backgrounds will offer any number of different perspectives on organisational issues, and work the same way for solutions.

A diverse workforce is a versatile one; and with a number of individuals working towards one common goal, there are bound to be a number of unique solutions in any given solution.

Benefits of a diverse workforce:

There are many benefits when it comes to employing a diverse workforce, many of which result in happier and more productive employees.

  • It makes you and your business more competitive
  • Increases productivity and creativity
  • Improves language and communication skills
  • Has a positive impact on brand image and business reputation
  • Encourages good morale
  • Can help tackle UK skills shortage

Combatting Industry Stereotypes:

One suggestion would be to tell those who craft media content & public policy what the role and industry is really all about.

Only an understanding of the true value of the role will ensure that more diverse groups are reached and then engaged with.

Engaging with new audiences means a wider talent pool and a step towards creating a more diverse workforce as well as combatting the skills shortages that many industries are currently facing.

Cohesion’s Early Talent Director, Debbie Edmondson shared her advice on everything you need to know about applying for an apprenticeship.

Debbie’s advice and expert knowledge has now been featured on multiple publications including Fenews.

This article highlights the key things to consider when looking for apprenticeships, alongside discussing the importance of a CV, how to compile a good one and why your CV should stand out.

Read the full article here:

Ahead of National Apprenticeship Week (4th – 8th March), Cohesion’s very own Early Talent Director, Debbie Edmondson shared her advice on everything you need to know about applying for an apprenticeship.

Debbie’s advice and expert knowledge has now been featured on multiple publications including GetMyFirstJob.

Read the full article here:

This article highlights the key things to consider when looking for apprenticeships, alongside discussing the importance of a CV, how to compile a good one and why your CV should stand out.

Cohesion will be exploring the Early Talent landscape further at our Insight Days that are happening throughout 2019.

Topics include: Candidate Experience as a USP, The State of Early Talent and The Past, The Present and The Future of Early Talent.

If you would like to attend one of our Insight Days or find out more, visit our events page:

Our first Insight Day is happening on the 20th March in London.
The afternoon will revolve around Candidate Experience as a USP and will feature three speakers who will in turn present data, trends and thoughts on market best practice .

Find out what other organisations are doing to ensure the experience for candidates is real, transparent and connecting.

If this event sounds like something that you would like to attend, register your interest here:


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.

Read more

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

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.