When it comes to recruiting, the process definitely seems to favour extroverts. Take, for instance, the interview, where a candidate is judged favourably for their ability to communicate confidently and answer questions under pressure. Companies also tend to look out for candidates who are enthusiastic and outgoing with the impression that they will work better in a team environment.
Top recruiting firms suggest that organizations with this kind of attitude will often mistakenly pass up on valuable talent that display introverted qualities. See what SalesForce Search has to offer when it comes to finding the right fit for your organization – because sometimes it’s what’s below the surface that matters most.
The Value of Introverts
The ideal employee is often seen as someone who works well with others, meets deadlines consistently, is easily motivated, takes criticism well, and can still perform under pressure. While you might think this fits the bill of someone with an extroverted personality, research indicates otherwise.
Introverts are generally known to be more:
- Creative and skilled at problem-solving
- Open to criticism, no matter how it is delivered
- Consistent with meeting deadlines
- Collaborative and less argumentative
- Thoughtful before speaking
- Able to handle stress
The problem is that introverts don’t generally advertise all their good qualities well, so sometimes it takes a bit more of a deep-dive when it comes to assessment.
Factors to Consider
While a candidate with the qualities listed above would make a great addition to your team, there are also some factors you should consider. For example, if you are looking for a new sales team member, an introvert may not be the best choice as they become quickly exhausted from too much social interaction.
On the other hand, it’s also important to remember that the terms “introvert” and “extrovert” are just blanket terms used to describe large groups of people. The reality is that many people are actually “ambiverts” (meaning that they show both qualities), and are able to adapt to a variety of roles whether interaction with customers is involved or not.
Which Should You Hire?
The simple answer is that you should hire whoever is best for the role and who fits well with the company culture. Sometimes, an introvert might just be what a team needs – especially if it is overrun with extroverts who all have loud and conflicting personalities. On the other hand, if you are looking for a new hire that can add some energy to your team, then an extrovert is the way to go.
That’s why expert recruiters start by doing a full assessment of what exactly it is you are looking for and need in a candidate. They know that the perfect candidate needs to have a mix of technical as well as soft skills that will fit well in the team environment they’ll be working in.
So the next time you’re starting the hiring process, don’t overlook the introverts – they may just have the exact the kind of qualities you are looking for.