Recruiter Top 10: New Year’s Resolutions for Recruiting and Hiring Professionals

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Welcome to Top 10,’s weekly rundown of the best of the best in recruiting! Every Friday, we release a list of some of our favorite people, things, and ideas dominating the industry. From awesome tech tools and cool companies to great books and powerful trends, no stone in the recruiting space will be left unturned.

This Week: Top 10 New Year’s Resolutions for Recruiting and Hiring Professionals

As we enter 2017, we asked some industry experts to share their resolutions for being a better recruiter this year. Check them out below:

Suzanne1. Eliminate Bias

I talk with recruiters in the Bay Area as part of my work on improving corporate culture, and what I’ve been hearing again and again is that recruiters here are resolved to find and use best practices for eliminating bias in recruiting.

This includes widening pipelines, checking how ads are written and positions are defined, and incorporating anti-bias communication training into interviews.

Dr. Suzanne Wertheim, Founder and CEO, Worthwhile Consulting

Steve Benson2. Get the Whole Company Thinking Like Recruiters

My New Year’s resolution is to get the whole company thinking like recruiters.

I have learned something over the years – something I remember the HR execs at Google saying when I was there: We get a lot of our best employees through referrals from current employees. So my goal for the year with respect to recruiting is to get employees to have on the top of their minds that they should bring us up with their friends who were great at their last company (or their current company).

It’s not good enough to have people ask around about who happens to be looking for a job right now. What we need to do to be effective here is have employees sit down for coffee with friends of their friends who come highly recommended.

Steve Benson, Founder and CEO, Badger Maps

justine3. Call Everyone

My New Year’s resolution is to call every candidate who submits a resume to one of our roles, even if they are not a fit. This takes a little extra time, but you never know whom you are going to meet and what you can learn from them!

Justine Akley, Founder, JumpSmart

christy4. Embrace Social Recruiting

It’s here. We need to learn WhatsApp, how to find candidates on Facebook, and explore other networks like Github to find fresh talent.

Christy Hopkins, Human Resources Consultant and Staff Writer, Fit Small Business

alessia5. Challenge Myself With More Complex Searches

First of all, I would like to improve the way I establish my priorities and organize my day-to-day routine to be as effective and efficient as possible.

Also, I’m trying to think of an innovative way to attract new customers and, at the same time, increase the number of quality assignments on my desk – as well as challenge myself with more complex searches.

Finally, I would like to work on my networking in order to increase the number of connections I can count on – which will also increase my chances of matching great companies with perfect candidates.

Alessia Pagliaroli, Recruiter, Goldbeck Recruiting

Miriam6. Get Personal

Our New Year’s resolution is to prioritize the personal touch with our clients and candidates.

Why? Connecting via text, email, and the web does help recruiters to be more efficient with their time, but it can’t replace the human element of interacting with people, building relationships, and demonstrating empathy and concern for clients who are hiring and candidates seeking employment.

Here’s how we’ll do it:

– We’ll call and meet with our clients. It’s the best way to experience their culture and learn their individual needs.

– We won’t do blast emails on LinkedIn. We’ll take the time to read profiles and target people to whom we can provide value.

– We’ll make referrals verbally. This enables us to be advocates for our candidates, discussing the great things that technology or resumes can’t accurately reflect.

– We’ll call and talk to our placements. This helps us ensure a positive experience, both in our process and in their new job.

– We’ll work to develop trusted relationships and alliances. Connections with people who can provide referrals and recommendations are invaluable.

Of course, we’ll continue to embrace technology – but we’ll strive to let tech handle the busywork while we concentrate on building meaningful relationships.

Miriam Dushane, Managing Director, Upstate New York, Linium Recruiting

Stefanie7. Make Onboarding Seamless

I would like to have more intense connections and contact with potential candidates. I would like to focus on radiating the energy and culture of Spreadshirt to interviewees in order to find the right candidates and help them make seamless transitions to the Spreadshirt team.

Stefanie Frenking, Head of Recruiting and Head of Feel Good Management, Spreadshirt

daniel8. Fill Positions as Quickly as Possible – With Top-Quality Hires

My 2017 New Year’s resolution as a corporate recruiter is to fill as many of my open positions as quickly and effectively as possible. This is usually my goal each new year, but this year I am really going to put a focus on the quality of the hire.

I am still going to focus on making sure all requisitions are being filled, but I want to fill them with candidates who are going to do outstanding work and hopefully build careers with us. The best way to do this is to ask more in-depth questions to learn about candidates’ professional backgrounds, to learn more about their personalities, to figure out whether they are good fits for the teams they will be joining, and to determine what their future goals and aspirations are.

Daniel Krupansky, Talent Acquisition Manager, PrimePay

Kristen9. Build a More Diverse Candidate Pool

My New Year’s resolution is to focus more on diversity in our hiring practices. I strive to continue to increase the diversity of our candidate selection pool while strengthening team performance through unbiased, predictive hiring science and tools.

Kristen Hamilton, Cofounder and CEO, Koru

Shannon-Silsby10. Encourage the Use of Consultant Talent

Leveraging highly experienced consultant experts turns talent issues into opportunities. These leaders are nimble, agile, flexible, innovative, and unencumbered. They not only bring outside-in thinking to organizations, but do so quickly, efficiently, and without long-lasting obligation. From projects to interim assignments, consultants are a rich talent resource.

Shannon Silsby, Principal, Pi Consulting

By Recruiter