I’m sure somewhere along the way you have been asked to take a personality test for a prospective employer. I especially love the Myers-Briggs personality test. Each time I take it, I hope the results will change to show that I am beginning to rely on facts instead of intuition - but I guess that is just who I am.
The original developers of Myers-Briggs created it during World War II. They believed that knowledge of personality preferences would help women who were entering the industrial workforce identify the type of war-time jobs in which they would be "most comfortable and effective".
Myers-Briggs categorizes personalities this way:
1. Extraverted or Introverted Sensing
2. Extraverted or Introverted Intuition
3. Extraverted or Introverted Thinking
4. Extraverted or Introverted Feeling
This got me thinking - if there were a personality test tailored specifically to the recruiting industry, what would the categories be? A few come to mind…..
1. Cold Callers - A recruiter who picks up the phone all the time and proactively hunts down his prey. Time- consuming yet effective.
2. Post and Prayers - A recruiter who posts on job boards and prays that a good candidate applies.
If she gets lucky, she may get a good applicant, but her boss probably wishes she would do some actual recruiting.
3. Relationship Builders- A recruiter who calls on the same group of people he has known for years. He hopes they know the perfect C++ programmer, but what if they don’t?
4. Slam Dunkers - A recruiter that specializes in quick and easy spots to fill. She already has a candidate and wants to do as little work as possible.
5. Hollywood Recruiters - A “recruiter” that is well-known for being well-known. Constantly blogs and tweets about the latest hot topic or technique to the point where he is too busy to actually produce.
6. Spammers and Social Media Addicts - A recruiter who blasts her job reqs to email lists, LinkedIn contacts, FaceBook friends,
and Twitter in the hopes that the people who aren’t ignoring her anymore will send a good referral.
7. Search Engine Expert - A recruiter who knows the ins and outs of Boolean search strings and sourcing – but spends too much time trying to perfect
their search string – rather than stay focused on filling the job.
8. “If it’s not in my database, I don’t have anyone.”- No explanation necessary.
To admit, I am a little harsh in my analysis of each of these personality types. But I want to make a point. The Myers-Briggs test doesn’t put someone exclusively in one category – we’re a mix of categories.
You can see when we rely too much on a single category, it becomes a crutch. Each of these personality types have pros and cons, if you let yourself fall too much into a single category you are holding yourself back.
So what kind of recruiter are you? Do you find yourself repeating the same patterns with limited success?
Perhaps we should challenge ourselves everyday to do something different than what we have always done and see if that opens the door to new possibilities.
“Whatever the circumstance of your life, the understanding of type
can make your perceptions clearer, your judgments sounder,
and your life closer to your heart’s desire.” -ISABEL BRIGGS MYERS