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DISC+ PROFILE

Mortgage Recruiter

Mortgage Recruiter DISC Chart

Job Summary

A mortgage recruiter leads talent acquisition to hire mortgage professionals such as mortgage loan officers, processors, and underwriters. They collaborate with the hiring managers and branch managers of a company to create a full-cycle recruiting process including candidate sourcing, qualification evaluation, interviewing, and negotiating offers. To source quality candidates, a mortgage recruiter leverages advertising and networking methods to find, attract, and funnel top prospects into the talent pipeline. They also keep detailed records of all applicant communications to foster relationships with job seekers. A mortgage recruiter generally works in an office full-time for a mortgage company, or in the financial services, or real estate industries.

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Personality types of a Mortgage Recruiter

Each letter of DISC represents polar personality types with correlating behaviors and characteristics. Learn more about their strengths and weaknesses, how they communicate, and more
D

low D - Planner

Likes to see the full picture
I

low I - Supporter

Likes to work on their own
S

high S - Stabilizer

Likes consistency
C

high C - Rule Follower

Likes to follow procedures

Behavioral Qualities for a Mortgage Recruiter

Behavioral qualities make people naturally act in a certain way. Utilize people's natural behaviors and strengths at work.
  • Cooperative. Willing to collaborate.
  • Attentive. Caring for details and demands.
  • Sympathetic. Interested and understanding of others.
  • Accurate. Insisting on quality and correctness.

Motivators for a Mortgage Recruiter

Motivators are values that drive people. To retain passionate employees, place people in a role that utilizes their values
  • Political: A drive for authority, to take command. To tend to the political drive, allow them to take the lead on key recruiting initiatives whenever possible.
  • Altruistic: A caring drive to benefit and support others. To tend to the altruistic drive, assign projects that demonstrate a benefit to both job seekers and other recruiters.
  • Regulatory: A drive to maintain order and the status quo. To tend to the regulatory drive, provide clear expectations and structure when delegating assignments.

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