Research Brief:
Recruiter

Setting:
A large national staffing firm, specializing in placing temporary and permanent personnel in the fields of I/T, finance, administration, management and nursing, sought to identify the personality characteristics exhibited by its highest performing recruiting professionals. In doing so, the firm hoped to develop a validated selection model using the Craft Personality Questionnaire (CPQ) for the selection and development of future recruiters. For these purposes, the firm provided a sample of 82 incumbent recruiters, for whom CPQ results were matched with performance and tenure data. The resulting sample provided the basis for the development and validation of the recruiter selection model.

Model:
Based upon the data provided by the firm, a model was developed using quantitative performance criteria. Specifically, the model identified ideal ranges for each of the CPQ's "basic eight" scales and calculated an overall score based on the individual's results in comparison with the ideal. This score was reported as a low, moderate or high rating based on an overall assessment of compatibility to the recruiting role.

Findings:
The model provided a statistically significant correlation (r=.406, p<.01) to performance based on career-to-date gross profits from recruiting contracts. Specifically, incumbents scoring in the higher ranges of the recruiter model achieved average career gross profits of approximately $407,400, compared to an average of approximately $184,000 for the lower scoring incumbents. The recruiter model indicated that higher scoring candidates, if hired, would be inclined to perform at a level that was more than 200% greater than that of lower scoring candidates.

Conclusion:
The substantial difference in performance demonstrated above clearly indicates that a high level of financial impact (ROI) could be anticipated upon implementing the CPQ for the selection of recruiters. The recruiter selection model yielded a highly predictive means of identifying individuals with the propensity to reach desired levels of performance based on the CPQ scales (measuring drive, motivation and selling style). This study provided strong evidence of criterion validity as well as financial impact (utility) to support the utilization of the recruiter model for employment selection and coaching purposes.