The way the market for talent works is frustrating for all parties: both for corporate recruiters as well as for candidates. In order to change this, corporate recruiters should start acting as marketers that know their product and their customers.

The number one problem most corporate recruiters complain about nowadays is application overload. Thanks to LinkedIn and other Internet-based recruiting channels, candidates can ‘shoot at anything that moves’, i.e. submit their CV’s to apply for any opportunity that remotely interests them. As a result, processing applications is experienced as by corporate recruiters as ‘drinking from a fire hose’.

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