Do you spend every waking hour mining resumes on your laptop, until you see candidates dancing across your eyelids at night – or are you most in your element when sipping a Mojito and tapping a new friend for her personal rolodex at a crowded networking soiree?

There are a lot of different ways to match workforce talent with the perfect position. Just because you both wear the moniker of “recruiter,” it doesn’t mean you’re a carbon copy of the guy in the next cubicle.

Answer these 8 questions and discover what recruiter “personality” type you most closely resemble:

1. It’s nearly 7pm, and you’re running late for a date, but you’re still coming up empty-handed finding the perfect candidate for a high-profile position you needed to fill yesterday. You . . .

P) Leave the office, vowing to throw the next best thing at your hiring manager in the morning. Even if you don’t have the ideal person, your selling skills are off the charts.

D) Cancel your evening plans. You will stay at your computer until you find the right person even if it’s 2 a.m. The Internet is a vast field of data and you just need to dig a little deeper to find your purple squirrel.

I) Tweet the problem into the universe, and into your sub-conscious, as you head out the door; you’re bound to manifest the perfect candidate in the morning. That’s just how the galaxy operates.

C) Call your date and ask them to meet you at an evening event instead where you think some prime relevant talent may be in attendance; with your social skills, you’re bound to find the right candidate before sunrise.

2. When measuring the qualifications of a candidate, what matters the most is…

C) Personal recommendations from other people in your network. Heck, you’ll even take opinions from friends of friends of friends.

D) The data you uncover about them.  Their GPA, years of experience, quantities of skill sets, anything that can be graphed into a comparative data set makes all the difference.

P) Their pedigree. You’re swayed by whether they went to an Ivy League school, or have worked or interned at the most impressive companies.

I) Your intuition when you meet them. When it comes to candidates, it’s all about using your sixth sense.

3. You accidentally answer your cell, and it’s a complete stranger on the line asking about a position you’re filling. You’re slammed at work. When they start telling you their work history, you . . .  

P) Immediately excuse yourself, telling the person you didn’t mean to pick up. You can’t afford to waste time on an unknown candidate, and prefer someone come to you through proper channels.

C) Quickly chat them up, inquiring about their background and how they got your number, to try to place them in your network. You get off the phone offering to connect on LinkedIn.

I) Drop what you’re doing long enough to listen to the person on the other end of the phone. Respond intuitively to them, depending on what you hear and what your gut tells you.

D) Ask how they spell their name, and do an Internet search while you’re speaking to them to determine their qualifications.

4. You’re attending a large event. You’re aware of several big C-level executives who are going and would be beneficial for you to meet. You . . .

I) Go with your gut when you get there. Intuitively place yourself in a conversation with interesting people, and trust that you will get to know those who are important to your career at the right time.

D) Methodically research the executives ahead of time. Based on the statistics you find, prioritize the one person who would be best to meet, and stand near enough to them to up your numerical chances of connecting.

P) Boldly walk up and introduce yourself. You’re a person of action whomakes no bones about speaking directly to someone important, letting them know why they might want to know you.

C) First find out who’s going that you already know. Then come armed with connections so that you can get an introduction, and use your stellar “chatty Kathy” skills to make a solid impression.

5. If you could only interview your candidate by playing a board game, it would be . . .

I) Clue

P) Risk

D) Trivial Pursuit

C) Taboo

6. A stellar candidate you’ve been recruiting has sailed through several rounds of interviews. But you just discovered that she has zero experience in one arena that’s critical to the company.  You . . .  

P) Don’t stray from your target in motion. She has a winning personality, and other skills. You’ve turned water into wine on many occasions.

D) Recalculate your approach. Perhaps if you spend an hour or two analyzing the job requirements and her skill set, you can figure out a way to turn it into a win win.

I) Are totally open with her. Sit her down and tell her what she’s lacking, and let her response direct your next steps.

C) Turn it into a networking opportunity. Hit her up for any friends who might have the skills required.

7. If given the choice, people would say that when you’re working you most closely resemble . . .

P) Autocrat Boss Mr. Burns from “The Simpsons”

D) Nerd Dwight Shrute from “The Office”

C) Socialite Lisa Vanderpump from “Real Housewives of Beverly Hills”

I) Therapist Dr. Melfi from “The Sopranos”

8. As a recruiter you tend to think of the rest of the workforce population as . . . 

P) Your minions.

C) Potential connections in your ever-expanding personal and professional network.

I) Individual souls whose lives you hope to improve when you connect them to the right opportunities.

D) Data sets with individual algorithms to mine.

What’s your type?

Count up your answers in terms of C, D, P, I symbols. The type with the most points is your dominant personality type. If there’s a tie, read both types because it’s likely you’re a blend of personality types.

(C) The ‘I know a guy,’ guy or gal. As a recruiter you’re super connected and know how to stay in contact with an ever-growing network. You also possess a remarkable memory, and can easily pull out a name of someone you worked with peripherally a dozen years ago or more. For you, recruiting is all about expanding your circle of potential friends; you like to talk to people and operate best by word of mouth.

Word of caution: Making connections is great, but just because your BFF thinks someone’s awesome, doesn’t mean they’re the best bet for the job; be careful about what subtle clues you may miss about candidates, while you’re busy doing all the talking.

 (D) Data Digger. You love data and are the hard-core researcher who won’t give up till you get your purple squirrel. A logical thinker who likes to deal with just the facts, you will work late into the night and are known to skip meals in your unwavering focus.

Word of caution: Be careful about putting people off with your overly analytical mind. Try to see beyond the numbers to understand the person standing in front of you, who may be more appealing than the information you glean from the Internet.

(P) Powerhouse. You’re relentless  when it comes to winning over a client or closing a candidate. Your strong-arm approach makes you ideal for placing large numbers of clients quickly.

Word of caution: Despite your charisma, you might scare away a few good candidates with your overbearing demeanor. Take the time to listen to your clients and candidates; you may be surprised by what you discover if you slow down and open your ears.

(I) Intuitive Counselor. You’re a recruiter by trade, but in another life you could have been a therapist. When you take on a client or establish a working relationship, you take an internal vow to give them your best. You have total faith that you can produce supreme results by following your intuition and paying forward favors to everyone who crosses your path.

Word of caution: It’s all fine and well to operate with your gut, but be careful not to miss out on the latest technologies and methodologies available for helping provide you with solid candidates. They may save you time and make you more effective as a recruiter in the long run.

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