Do you have to be an extrovert to be a good recruiter?

do you have to be an extrovert to be a good recruiter

The recruitment industry has long-since carried an image of extroversion –typically associated with a confident and forward character in the sourcing of candidates to the preparations for interviews. As technology develops and becomes increasingly ubiquitous it seems to be affecting this focus, as recruiters are no longer required to be as characteristically outgoing.

Alternative methods of sourcing candidates have arisen that would seem to make certain information more accessible to the recruiter without having to be so outwardly expressive themselves.  Though not without its drawbacks, these methods could be seen to change the ways in which candidates are selected. It would appear, in the current climate of recruitment, that it might no longer be so important to be centred on sociability.

 A little less conversation

Typically recruiters are seen as those with the gift of the gab, able to seek out candidates and identify key information within a phone-call. And while this element of recruitment continues to be essential, technological development has allowed for candidates to be sourced in ways that don’t require this level of interaction between the recruiter and the jobseeker.

By relying less on one method of sourcing you will see more varied candidates that demonstrate a span of qualities that can’t be gained solely through phone calls. And though more people than ever own mobile phones, they seem to be used predominantly to access the internet and social media!

The power of social media

The rapid expansion of social media has developed its own language. Facebook, recorded as having 1.11 billion members as of this year, allows its users to display their personality on a page of information – a social CV that sells your character.

The ways in which people choose to present themselves online, whether through social media or blogs or websites, can speak volumes and reveal information that may have otherwise been obscured by a phone-call or through interviews. It allows recruiters to see the qualities that may be less obvious. It is less confrontational and therefore does not put the same amount of pressure on both the candidate and the recruiter.

But is this information reliable? As with Facebook, people can create a false image of themselves that is far removed from their actual self – one need only watch an episode of Catfish to see the extremes that it can be taken to! That is why it is important for these techniques to be used together.

These alternative methods offer a more rounded view of a candidate that allows introverts to reveal their potential. More than this however, a less imposing and more introverted recruiter can seek them out.

Rise of the introverts

So while a candidate’s online presence can act as an exhibition of their abilities – it doesn’t require an extrovert personality to recognise it.

Extroverts have typically been the more attractive candidates in the past, so naturally it would follow that recruiters should also possess the same levels of confidence and directness. However, recent focus seems to have shifted onto the potential of introverts.

Susan Cain, the author of New York Times Bestseller ‘Quiet: The Power of Introverts in a World That Can’t Stop Talking’, has shown how introverts are undervalued in today’s society. Looking at the workplace she cites research that shows how introverted leaders often deliver better outcomes than extroverts do, yet extroversion has become an oppressive standard.

It would seem, in the light of social media and blogging that an introvert can make a good recruiter after all.

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