Recruitment is evolving – and like all things in life and business, change is never isolated. It is driven by different elements such as technological advancement, sociological trends, behavior transformation of candidates and the shift in job market perspectives.

Unfortunately, many of today’s companies haven’t adopted this new way of thinking in their recruitment strategy and are still using yesterday’s hiring strategies while trying to recruit for the future.

Here’s is a quick look at some of the major recruitment obstacles companies face due to a lack of new innovative hiring strategies.

Icon voor Not having a full-fledged Recruitment Marketing strategy

Not having a full-fledged Recruitment Marketing strategy

Recruitment marketing isn’t having a career site on the company website, placing a job online, or sending out numbers of generalized emails to potential candidates hoping that it culls results. It is about customizing the recruitment marketing process to your ideal candidate’s needs and wants.

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Icon voor Only a Job Board Strategy

Only a Job Board Strategy

There will most likely not be a shortage of job-seekers on the job-market for the upcoming years. Still, employers need to be creative and innovative when it comes to hiring the right skills to move the business forward. Only relying on outdated hiring strategies will impact the quality of hire and overwhelm recruitment with unnecessary work.

Rethink your Job Board Strategy Created with Sketch.
Icon voor Hire more with less Strategy

Hire more with less Strategy

During the COVID-19, one of the most common challenges recruitment will face is to cut operational costs and do more with less. The Hiring function will need to deliver real business value, and budgets and access to resources will become tighter than ever before.

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Not having a full-fledged Recruitment Marketing strategy

Recruitment marketing is part of a compelling modern recruitment strategy to help your hiring team stand out among their competitors. It starts with developing a strong EVP to attract, connect, and build candidate relationships with your ideal candidate that can be converted into new hires for your company.

Only a Job Board Strategy

Posting job openings on various job boards and waiting for top candidates to apply is no longer an effective recruitment strategy. This outdated recruitment method will provide limited results. Rethinking your job board strategy starts foreseeing economic and job market advantages, understanding human interaction and translating these marketed insights into smart recruitment solutions to help the company grow- even in a crisis.

Hire more with less Strategy

During COVID-19, pandemic businesses will tend to focus on cost-cutting, and most likely, recruitment needs to hire more with fewer resources. As a seasoned recruiter, your job is to make the hiring process as lean as possible by helping your company make smart hiring decisions necessary to keep business running as close to normal as possible.Creating a lean recruitment strategy starts with collecting the right industry data and creating the insight your business needs to act quickly on up-coming job-market fluctuations to hire your ideal candidate faster and cost-efficient.

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A Smarter, Faster and Better way to Hire

How is this different from hiring a contract recruiter who sources?

Contract recruiters tend to use basic sourcing strategies, such as discovering online profiles on various social media platforms like LinkedIn using tactics like Boolean searches. With today's competitive marketplace, these strategies alone are proving to be very ineffective at sourcing top talent. At Tulsie, we take the sourcing process one step further. We combine industry, job market, and candidate behavior data to identify candidate behavior patterns. We, then use this insight to develop a customized sourcing strategy that takes the right recruitment marketing approach and includes the targeted message campaign to attract, engage and hire your "ideal" candidate faster and more effectively.

How to Hire in a Crisis from a Candidate's Perspective

The fear of making the wrong choice will freeze not only your recruitment process but also candidates who will get wrapped up in the crisis.

We will help you understand their inaction, fear, uncertainty, and doubt, that can impact your recruitment process and create unexpected delays in crucial positions, this is especially problematic when you have to do more with fewer people to make up for lost times.

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