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The head of talent acquisition at a cloud software enterprise asked me the other day:

“Who’s better at recruiting: the introvert or the extrovert?”

Traditionally, most people have considered extroverts to be the best salespeople. And since recruiting is often just sales by a different name (especially in a candidate’s market), conventional wisdom is that extroverts make better salespeople.

A strong case is made that extroverts make excellent recruiters:

  • Extroverts are more comfortable cold-calling
  • Extroverts are great story-tellers
  • Extroverts are usually fun and can be the life of the party

But a strong case is also as to why introverts make the best recruiters.

Candidates are now empowered with so much information than in the past. Examples:

  • Candidates can now see what other employees say about you the employer (through Glassdoor, Comparably, etc.).
  • Candidates can look at the LinkedIn profile of the hiring manager or you the recruiter.
  • Candidates can now go to PayScale or Glassdoor or Salary.com to see how much they can make

Recruiters now have to be more of a curator of information or trusted advisor for candidates.

A strong case is made that the modern-age recruiter is better off being introverted:

  • Introverts are often better listeners to all the information that the candidate already has
  • Introverts are often better at asking questions
  • Introverts are usually better at listening to what the candidate or hiring manager wants

So, is an introvert a better recruiter than an extrovert.

Sometimes.

But I’d like to suggest a third alternative.

The Best Recruiters are “Ambiverts”

What you want is what Doctor Adam Grant (Professor of Management at The Wharton School/University of Pennsylvania) calls an “ambivert”.

Dr. Grant told the Wall Street Journal that “

“Ambiverts are like Goldilocks — they offer neither too much nor too little (introversion or extroversion).”

Ambiverts are a blend of introversion and extroversion. You can see if you’re an Ambivert by taking this 5 minute introvert versus extrovert quiz (note: it is optional to give your name and email at the end of it).

Basically, you want a nice blend of introversion and extroversion.

If you have a recruiter who’s too extroverted, they will likely come across as too salesy.

If you have a recruiter who’s too introverted, they might be too timid.

But an ambivert (a blend) has the best of both worlds.

I recommend you hire ambiverts as recruiters and steer clear of extreme introverts or extroverts.

Why I wrote this?

I love these types of questions (Introvert versus Extrovert) because I have a passion for talent. I also pride myself as a street-smart psychologist (I once launched a personality types ((TopTypes.com) website just for fun. Yes, I am a nerd.

Ongig’s Branded Candidate Experience software solution provides dynamic job descriptions that candidates with such rich content about your job that you hardly need a recruiter anymore.

Rob Kelly

Co-Founder and CEO at Ongig
I am a 3-time CEO, author and proud father of my preemie baby Maverick! We created Ongig to transform your job descriptions to boost quality candidates and diversity. Ongig supercharges your job pages through video, images, chat, social sharing, microsite creation and much more. Jobs can be more easily found through Artificial Intelligence-based job search and all pages are Mobile and SEO- optimized. Ongig also analyzes the text of your JDs and our pro copywriting team will rewrite your job descriptions. Early clients of Ongig include Salesforce, Yelp, GoDaddy, Verizon, Intel & Autodesk. Request a demo if you'd like to chat about partnering!

by in Recruiters