Introverts vs Extroverts in the Workplace: How to Dismiss the Extrovert Ideal
The most successful companies are those that see the value of candidates with both introverted & extroverted personalities and hire accordingly. In order to make sure your HR department isn’t overlooking ideal candidates because they have this idea of the extrovert ideal controlling their hiring decisions, consider the following 3 suggestions to achieve success in recruiting:
Evaluate the position you are looking to fill.
What are the main activities or responsibilities of the role? How often will the individual be working alone or participating in small group work to larger teams? Therefore how vital is it that the candidate for this position has an extraverted personality?
Customise your interviewing process.
At the majority of companies, the recruitment & interview process is uniform, regardless of the role. Of course, the questions in interviews for a sales position will be different from those asked candidates for an Accountant’s interview; however the structure of the interviews will be very similar. And this structure will require the candidate to talk a lot, and over an extended period of time, often with different people internally within the company and externally to clients for instance.
Consider the personalities in your existing team.
It is human nature that people gravitate to those with similar personalities to them; however the best teams are diverse and balanced. While extraverts to tend to think out loud and are confident to share ideas in a group setting before having a fully formulated idea, and talking in fact helps them think. Whereas introverts have a tendency to wait until they’ve worked out exactly what they want to say before speaking. Of course, each personality type has disadvantages. Sometimes extraverts could benefit from taking more time to think before splurging their ideas while introverts could benefit from speeding up their processes: in spending so much time thinking about what to say, chances are that they often miss the opportunity to speak entirely.
It goes without saying: extroverts can be better suited to many roles within an organisation; of course it’s important to acknowledge the existence of an extroverted ideal, and sometimes introverts should stretch themselves in order to succeed in a business environment. However, they are not the only ones who have to nurture and accommodate for other personality types.
The best teams consist of diverse members whose strengths and weaknesses offset each other. Therefore the most successful organisations will be the ones who see the value in both introverts and extroverts and hire accordingly.