Introverts are natural leaders. Their persistence, diligence, and focus on work let them stand out from the competition. Because you want to hire introverts due to the benefits they provide, you need to understand them to better communicate and decide whether they fit with a role.
1. Learn About Introverts
Learn all you can about introverts. For instance, they dislike small talk. Although it is designed to put candidates at ease, small talk may cause additional stress for introverts. Also, introverts do not like talking about themselves. Their lack of self-promotion may come off as a lack of enthusiasm for the job, when just the opposite is true. Additionally, introverts may take longer to answer questions. They enjoy taking time to reflect before speaking, and may appear less confident with their answers than other candidates.
2. Adjust the Interview Process
Adjust the interview process to accommodate introverts. For instance, send the candidate interview questions in advance. They will value the time to process the information before responding. Also, ask for written responses to some questions, while saving verbal responses for the interview. Introverts typically prefer written communication over oral because they can better express their personality. Additionally, ask the candidate to research a topic and create a short presentation on it. Introverts enjoy organizing and meaningfully presenting their thoughts on a subject more than talking about themselves.
3. Customize Recruiting Tools
Customize your recruiting tools. For instance, because introverts tend to be more stressed about a phone interview than other candidates, consider screening candidates through text message. Introverts may be more at ease because they have additional time to articulate their answers and let their accomplishments speak for themselves. Introverts will appreciate not having to engage in small talk and can focus on their skills and experience, instead. They will not be focused on details such as their clothing choices, where the interview is being held, and who they are talking with, freeing them to focus on the questions being asked. Introverts will not have to repeat themselves, which they dislike doing, because their answers will be typed and can be looked at again to avoid redundant questions or answers.
4. Check References Early
Check references early in the recruiting process. They will help you to determine how an introverted candidate works, what they excel at, and whether they prefer to work independently or collaboratively. Talking with references upfront will provide additional insight into what motivates the candidate and how to conduct a more effective interview.
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