Every recruiter is different. We all know that. Look around you now, can you spot the different recruitment styles in your office? We all like to take a slightly different approach, but which type of recruiter are you? Do you flirt your way into a deal or are you a salesfloor maverick? Take our quiz to find your sales persona.

How It Works

For every question, your answer will give you a score. Add this up as you go (no cheating). At the end of the quiz, your score will tell you which type of recruiter you are! When you’ve finished, tweet us and let us know which recruiter you got!

1. The PSL

You’ve taken a job spec from a hiring manager and begin work to find the right candidate. A week into your hunt, you get an email informing you they’ve already got a PSL. HR want you to stop working on the position. What do you do?

1. Tell the hiring manager to grow some balls and stand up to HR. (10 Points)
2. Charm the pants off HR and wriggle your way onto the PSL. (20 Points)
3. Set up a meeting with both HR and the hiring manager to discuss the issue further. (30 Points)
4. Ignore the email, continue working the role and send over as many top candidates as you can – reducing the pool of candidates available to their PSL. Ultimately proving you’re the better recruiter. (40 Points)
5. Sell the dream candidate to HR, explain exactly why they’re so perfect and ideal for the role. Agree an interview slot and hunt like hell for someone who fits the bill. (50 Points)

2. The Budget

You’re talking to a candidate who’s perfect for your vacancy but their salary expectations are higher than the client’s budget. What do you do?

1. Don’t worry about it, you can knock them down a few grand when closing. (10 Points)
2. Focus on building rapport – it’ll soften the blow when you tell them they have to lower their expectations. (20 Points)
3. Be up front and honest but insist on putting them forward. Speak to the client about the situation. If both parties are a perfect match, a negotiation can take place. (30 Points)
4. Push the client to up their budget – a higher salary means more commission. (40 Points)
5. Explain to the candidate that money’s just a number. This isn’t just a job, it’s an opportunity for a lifestyle change. (50 Points)

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3. Interview Prep

Your candidate is gearing up for a final stage interview. You call them to offer some last minute interview prep. What do you do?

1. Tell them how great the job is and exactly why they want it. Always be closing! (10 Points)
2. Stroke their ego and give them a confidence boost. Tell them why they’re great for the role. (20 Points)
3. Run through the job spec and explain what traits they should highlight to the hiring manager. (30 Points)
4. Recite the speech from Rocky Balboa. (40 Points)
5. Describe the ideal candidate from the client’s perspective. Tell your candidate exactly why they fit this idealistic image. (50 Points)

4. The Gatekeeper

You follow up a lead handed to you by a candidate. You reach a gatekeeper receptionist who’s hell-bent on keeping sales calls away. What do you do?

1. Don’t tell her your business, she doesn’t need to know what you’re calling about. (10 Points)
2. Use your silver tongue to schmooze your way into her good books. Have a chat, laugh and joke. When she’s eating out of your palm, it’s time to ask for the hiring manager. She won’t suspect a thing. (20 Points)
3. If you can’t reach the hiring manager, get their email and send a message requesting a call back. (30 Points)
4. Head to LinkedIn, find out the receptionist’s name. Call and pretend you know her. Ask to be forwarded to the hiring manager as if it’s normal. She’ll be too embarrassed about not remembering who you are to argue. (40 Points)
5. Explain that you’re an ‘old business friend’ of the hiring manager calling with ‘an important update’. She won’t argue if you sound convincing. (50 Points)

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5. The Counter Offer

You’ve closed a candidate, a deal is on the cards. Out of nowhere, you get a call explaining they’ve accepted a counter offer. What do you do?

1. Be ruthless in the close. Go hard or go home. You’ll say anything to ensure this sale goes through. (10 Points)
2. Act disappointed and explain how they’re worth more than this. They’re wasting their potential in their current company. (20 Points)
3. Talk through the motivations behind their decision. Use the information you gauged from earlier discussions to help them make the right choice. (30 Points)
4. Call them out for a lack of conviction. It’s too late, you can’t go back now. (40 Points)
5. Describe what their next year in the job will look like with management who don’t trust them and colleagues who know they’re being paid less. (50 Points)

6. The Pub Candidate

You’re in the pub with friends on the weekend. You hear someone on the next table discussing their job hunt. You have the ideal vacancy. What do you do?

1. Corner them in the smoking area. Sell the vacancy. Don’t leave until you’ve got their number, email address and interview availability. (10 Points)
2. Catch them at the bar and buy them a drink. Chat them up and drop in conversation that you’re a recruiter. Get their number, maybe a date too (who are we to judge?). (20 Points)
3. Take out your business card (because you obviously have them on you at all times) and ask for a call on Monday. (30 Points)
4. Nothing! You don’t go to the pub to recruit. (40 Points)
5. Find them alone and tell them how this is fate. They must be the perfect candidate. (50 Points)

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7. Fruitgate

Your manager decides to stop the free fruit deliveries at work. What do you do?

1. Negotiate a higher salary so you can buy your own fruit in the morning. (10 Points)
2. Have a one-to-one chat with the manager and persuade them to keep the free fruit going. (20 Points)
3. Nothing, it’s a privilege not a right. (30 Points)
4. Organise a workplace strike. (40 Points)
5. Eloquently argue the case of free fruit at the next team meeting citing scientific research that justifies your points. (50 Points)

8. Poor Quality Candidates

Your client comments on the quality of candidates you’re submitting, apparently it’s lower than they’d like. What do you do?

1. Use it as an opportunity to increase their budget. (10 Points)
2. Compliment the client on their high standards. Explain that working exclusively on the role will allow you to spend more time finding the perfect candidate. (20 Points)
3. Discuss the role further and take a more detailed job spec to ensure you know exactly what you’re looking for. (30 Points)
4. Tell the client their expectations are too high. These candidates are the best they’ll get. (40 Points)
5. Go back through each candidate you’ve submitted and sell them to the client again, explaining exactly why they’re suitable. (50 Points)

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What Was Your Score?

The Hard Seller (80 – 120 Points)

You know what needs to be done and you how to do it. You’ll lead the conversation and push people in the right direction. Sometimes all we need is just a little nudge to make the right decision.

The Flirt (130 – 200 Points)

Rapport building comes naturally to you and you use this to maximum effect. You know how to get people to do exactly what you want. Whether it’s by fluttering your eyelashes or pulling out the cheeky charm, they can’t resist you!

The Technician (210 – 280 Points)

Intelligent and level headed, you do things by the book. If this was a test you’d finish top of the class. You’re principled and honest, traits that keep clients coming back time and time again.

The Maverick (290 – 350 Points)

A live wire, you do what you want. You’re great at your job because you’ve got the balls to go where no one else will. You get the job done, one way or another.

The Storyteller (360 – 400 Points)

You’re a natural wordsmith with a gift of the gab. You can spin a yarn and captivate your listener. Clients and candidates hang on your every word.

Are you a quality recruiter looking for your next step in the industry? We can help. Browse our job board to get a feel of our latest vacancies. Don’t forget to submit your CV and get in touch.