This can be a problem because such large volumes tend to dissuade most recruiters from seeking additional resumes from higher quality sources. Experienced recruiters that can actually market and sell jobs have been rare for years. Now that even Cisco has a surplus of recruiters, it's time to change the DNA of your recruiting department. Seek out the best recruiters and fire the mediocre ones. Building a corporate employment brand takes some time and as a result an improved image is likely to appear exactly when the hiring freezes are lifted.
Some firms are already there.
Unfortunately, other firms have yet to realize that globalization and remote work trends will soon make technology THE driver of recruiting change. When the economy improves, power shifts from the employer to the applicant. Smart employers take advantage of that power shift. Not to increase the volume of applicants or to lose our customer service orientation but rather to focus on the quality of the applicant and the hire. This is to ensure that they do not become inundated with applications, which in turn can lead to a lowering of the quality of hire standards.