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A survey at the recent recruiting ‘unconference’ Trulondon, has identified an underlying personality mismatch between in-house HR and Recruitment Agency personnel. Is this a blind date that either of them can ever enjoy?

Ask any recruitment agency consultant what their greatest challenge is, and once the general; “budget cuts, direct sourcing and state of recruitment,” comments have been and gone, the problem of building relationships with clients will invariably come up.  It’s a problem which does not rise or fall like the economy. It’s an everyday challenge between buyer and seller. However, a survey of attendees at the recent Trulondon recruiting event has identified an underlying personality mismatch that could be exacerbating the problem.

During Trulondon, personality profiling experts PCEvaluate.com set up a short psychometric test offering event goers the chance to see how their personality affects them as an interviewer.

“The test was originally designed as just a bit of insightful fun, but on closer inspection of the test results, a pattern quickly emerged,” explained Stephen O’Donnell, Director of PCEvaluate.com.

“The profiling system positions respondees on a psychological ‘Map’ and we found that in-house HR were predominantly located in one area of the map, while agency recruiters were gathered in another, very different, location.

In very general terms here are examples of how this impacts on real life. Which specific group the explanation refers to has been deliberately omitted:

 

A

B

Communication They are very effective active listeners. They rarely push their point of view, generally waiting to be asked. Communication does not mean endless talking as far as they are concerned, it should be a shared event. They can seem unapproachable because they do not rush to be included in conversations. They have strong views on many subjects but feel no need to share them unless asked. They can show irritation for gushy people and become less willing to become engaged in conversation with them. They will be friendly and open and will place more reliance on relationships than facts and figures. They ask personal questions on very short acquaintance and want to build a friendship before moving onto business issues. They enjoy people who stimulate their curiosity and can be fun. They do not want to be bored in any fashion and will quickly close a conversation down if it becomes too detailed.
Decision making They are not risk takers, they are methodical and careful. Their decisions are usually based on the facts and they like complex data, ideas and figures which they use well when seeking to make a decision. Rarely will they make a decision without seeking evidence or information to back it up. They enjoy involving others in the decisions they make, to ensure a better outcome. They may miss deadlines because they like to involve the team, which can take a lot more time. They enjoy discussing projects with everyone and this makes decision making fun.
Motivation They are motivated by systems and order. They believe in a place for everything and everything in its place!They value correctness and order and will be very thorough in researching information that is important to the success of their job, something that motivates them enormously. They are quietly determined and will not be rushed or made to produce answers or products that they are not completely satisfied with. Their motivation is to do things well and short cuts are generally an anathema to them. They are motivated by all sorts of exciting things. They are curious, have good imaginations and see potential where others do not. Their enthusiasm for life and all ideas make them motivational companions or managers and people like to be around them. There is nothing they like better than getting started on something new. Their challenge is often that they lose interest and may not follow through once the first flush of enthusiasm has died away. If they take the time to implement an idea and surround themselves with the right type of team to ensure completion, they can create great things.
Attitude to change They do not relish change. They have spent their whole lives building systems they can trust through painstaking hard work and paying attention to detail, so why the need for change?It would have to be a very good argument backed with lots of checkable facts before they would agree to change. If convinced by the logic and facts of the case then they would embrace it wholeheartedly. They are interested in a whole variety of things and hate to be tied down to perform dull routine tasks. They are more motivated by change than most as they feel the excitement that goes with new challenges. They are also a good catalyst to get others to adopt change as they get caught up in their excitement, and their enthusiasm for embracing the new and ever-changing scene is infectious.

“Taking all of this into account, it’s obvious where the problems and frustrations can arise on both sides. But it’s actually relatively simple to sort out,” continued Stephen O’Donnell.

“As any marriage counselor will testify, just knowing the needs and wants of your partner is half the battle. Once you respect what is important to them and accommodate it, then there’s the opportunity to build solid, long lasting relationships.”

Not every HR professional and agency recruiter has the traits outlined here but, going by the survey results, a surprising amount do.

 

Contact; Stephen O’Donnell, Director, PCEvaluate.com

Tel: 0141 637 9000

Email: Stephen.od@pcevaluate.com

Web: www.pcevaluate,com

  • Really interesting and yet curiously obvious when I think about it. Considering the people I know well in both houses (friends as much as business associates) it makes a lot of sense. Especially the decision making style/process. I also expect that the risk assessment methodologies that both use are very different even though both are linked to “feeling” or gut based. Thanks for sharing. Out of interest how many were there taking part and from each side of the fence?

  • Thanks for your reply Jeremy.

    I believe we had 73 who completed the assessment in total, comprising 48 recruiters and 25 HR personnel.