Jacqueline McClure, Genesis Background Screening Services
A lot of interviewers, whether they are aware of it or not, tend to discriminate when interviewing introverts. It’s understandable, as many extroverts just come across as more enthusiastic, friendly and quicker to engage than introverts. But did you know that you are cutting your candidate pool almost in half if you are excluding introverts and that the skills you are missing from this talented group could be hurting your bottom line?
Unfortunately, the traditional interview process tends to favor candidates who are more outgoing. Extroverts can make a fast connection which gives them the appearance of competence and confidence, but it doesn’t confirm they are a good fit for the job or the organization; it just means they know how to engage well with the interviewer. Introverts are so often perceived as quiet and shy, when actually they are just more thoughtful before speaking.
So, the next time you are hiring and find yourself interviewing an introvert, what should you consider?
- Some jobs make more sense being filled by an extrovert – sales, event planners, and recruiters to name a few. But there are a multitude of positions that could be well filled by an introvert.
- Be realistic about the job description – if a lot of the work is done in solitary or with small groups, an introvert could be a better fit. Many introverts are all about the details, they want to be prepared and are “finishers”
- Realize that many extroverts are good talkers, but that doesn’t guarantee they can do the job. An introvert may tend to undersell themselves, but have the optimal skillset and be a great fit for your position.
- Checking references may give you a much clearer picture of an introvert than you would get from them during an interview.
- Introverts like to think things out in advance so giving them as much information about the job in advance will allow them to be prepared for the interview.
Would your company benefit from having employees that are quiet, good listeners, focused, and work well without a lot of supervision? Well, these are characteristics of many introverts. Take a look at your hiring assessment system and see if you have been missing out.
Whenever you are hiring, Genesis Background Screening Services recommends doing a background check on your candidate by a qualified CRA. Not only can the right partner serve your background screening needs, they can help you implement Best Practices for your Human Resource department – all at an affordable cost. For more information, please contact Genesis Background Screening Services at 866-944-0041 ext 101, email firstname.lastname@example.org or visit www.genesisbackgroundscreening.com
Genesis Background Screening is not a law firm and provides our blogs for informational purposes only. These blogs should not be considered as a substitute for experienced legal advice. Any laws or regulations mentioned in our blogs need to be researched by your company and any questions you have need to be answered by your legal counsel to be sure your organization is within the law and compliant with regulations.