The impact of recruiter traits on recruiter effectiveness

Abstract

This study examined the individual differences (e.g., personality, intelligence, recruiter training) and behaviours (e.g., intensity) of recruiters as potential antecedents to effectiveness longitudinally across multiple recruiting stages. Recruiter effectiveness, defined through objective measures ( e.g., actual job acceptance), was examined in a field setting within one organization to hold job and organizational characteristics constant. The findings suggest that specific personality facets (e.g., diligence, sincerity, and social boldness) and behaviours predict effectiveness; however, the utility of each predictor depends on the recruiting stage. Organizational implications are discussed.