At first glance, a campus recruiter’s job description has extrovert written all over it.
After all, work days consist of meeting new people, conducting interviews, and attending industry events. But while being outgoing and talkative is certainly useful for recruiting, introverted qualities also have their place in the field.
Here are 4 reasons why introverts make egg-ceptional recruiters!
They’re good listeners.
Recruiters are often known for having top-notch conversational skills, but to really connect with candidates, you need to understand their career goals and expectations. This is especially true when engaging students and grads.
Millennial candidates value authenticity in an employer, so an overly-direct recruitment approach can sometimes be a turn-off. Introverted recruiters are often strong listeners who are good at forming genuine connections with others – this is useful for helping candidates see them as a trusted advisor rather than a salesperson.
They’re well-suited for social recruiting.
Technology has created so many new ways for recruiters to engage with their talent pool. In turn, it’s also a perfect way for introverted recruiters to shine. Since social events can be stressful, introverts may be more comfortable using online media like blogs and social media to reach candidates. Since students and grads primarily use digital media to find jobs, this preference can actually be a huge advantage to employers looking to hire Gen-Y.
Introverts are known for their egg-cellent abilities to concentrate and are great at focusing on tasks for extended periods of time – a useful skill to have in the recruiting world. For instance, since introverted recruiters are less prone to distraction, they can power through loaded inboxes and overly long meetings without losing focus.
However, whether you’re introverted or extroverted, there are lots of tools available to help improve focus in the workplace. For example, practicing mindfulness has been show to boost concentration levels and reduce stress.
Tip: Introverts are skilled at knowing the right time to take a step back and recharge. Regardless of your personality type, everybody is susceptible to burnout, especially always-on-the-go recruiting professionals.
Embrace your introverted side and schedule some “me” time into your week to help you manage stress and achieve your goals.
They can identify with their introverted candidates.
Recruiters may be tempted to pick an outgoing candidate over an introverted one based on their showmanship in an interview, but remember: having the gift of gab isn’t always an indicator of a person’s ability to handle the job. This article is proof that your quieter candidates can be as successful in a role as their extroverted counterparts – just in a different way. When an introverted recruiter recognizes a fellow introvert, their shared personality type can help set the candidate at ease and encourage them to open up.
So which personality type makes for a better recruiter: introverted or extroverted? The answer is neither! No matter your disposition, you can be a successful recruiter as long as you stay in tune with the wants and needs of your candidates.
Discussion: What do you think – are you more introverted or extroverted?