How do you interview introverts and extroverts?

It's worth noting that introverts aren't always less energetic. Some of the most introverted individuals I know are incredibly engaging and animated if you catch them in a 1 on 1 conversation when they have energy. But put them in a group setting, they'll clam right up because they prefer to watch individuals and will take time to formulate their thoughts - by which point a group conversation can move away from the point they wanted to make. Some candidates may feel that you prefer one over another, but emphasising you have places for both and then asking them whether they'd consider themselves introverted or extroverted can be very helpful to understanding them and adjusting your interview style accordingly.

Consider asking the question: "Where do you get your energy?" during an interview. An introvert will be glad to see this question asked, while an extrovert will most likely provide all kinds of group and events that jazz them, and get them energized. For the most part, Introverts will respond saying they get their energy with a little quiet time alone.

I think for introverts, the idea of selling themselves at interview is really challenging therefore additional probing questions may help draw out more information. I try to avoid too much small talk at the beginning of the interview, keep it quite structured, explain the format of the interview so they feel comfortable. Quite often by the end of the interview, I am speaking about their interests outside of work as opposed to formal interview questions. Introverts tend to prefer 1:1 situations than large groups and can often come to life during an interview, you need to adapt as an interviewer to get the best out of each person you meet.

From what I’ve seen: introverts tend to be reserved and withdrawn in social settings – often preferring to avoid social situations altogether. Extroverts, on the other hand, love the arena that an interview can provide and they thrive in the knowledge that all of the attention is on them. interviewing introverts and extroverts requires different approaches. For introverts, it’s important to create a comfortable environment and ask open-ended questions. For extroverts, it’s important to keep them focused on the topic at hand by asking specific questions

As a seasoned Recruiter who has interviewed many thousands of candidates, I learned years ago that candidates come in all different packages. Especially when we are speaking about Extroverts and Introverts in the Workplace and how you interview them! I found that really taking the time to get to know each person for what they can bring to the table skillset wise but to know who they are as a person, what are they looking for in their next Co. & are they one to work as a standalone or thrive in a team setting? People are People and you will find that whether your an Extrovert; typically the outgoing, front & centered person OR the Introvert; typically the creative & quiet mannered person you appreciate what each can bring to that Company.

Level the playing field by sending some or all interview questions in advance. This gives introverts the chance to process the questions and enables them to give their best answers. Are you trying to assess the person's ability to interview or their ability to do the job? Be patient and allow interviewees to take time with their answers. The unconscious belief that "smart people think on their feet" is an unfair bias against introverts and cognitive diversity.

I always try to greet my candidates on their own native language when we start the interview. I smile and introduce my myself. I break the ice by asking personal fun facts from them and share mine. I build rapport by relating myself to their situation ,therefore, I can adapt to their character

I've always found that the best way to understand a candidate - or anyone - is to be open yourself. I'll make a joke at my own expense or share something about myself early on so they feel comfortable doing the same. I've never agreed with making a first interview a stressful experience. The best way to let a candidate shine is to make them comfortable, so we don't just get those who interview well but those we can develop too. I actively encourage questions and emphasise it's just as important they make sure we're right for them and will give everyone good insight - such as explaining the purpose of our interviews.

I agree with adjusting your style. For extroverted candidates, anything as simple as commenting on the weather or the traffic is stimulating enough to break the ice. Whereas, it's different with introverts. I generally prefer skipping small talk (I'm a fellow introvert and gain nothing from small talk, hence) and diving straight into the heart of the conversation, personalizing the discussion based on shared information, and adopting a more conversational approach during interviews. I feel like this helps to create a more comfortable and inclusive environment for candidates, particularly introverts, who may feel more at ease when the conversation feels genuine and tailored to their experiences.

I agree. Adjusting the interview style based on the personality type can go a long way in bringing out the best in a candidate. One thing that also works: I avoid asking sandwich questions. Ask one question at the time that are less ambiguous questions Then try to break the ice with something the candidate can relate to. That way introverts can come out of their shell

From what I’ve seen, companies should also consider how they encourage interactions. For introverts, consider providing them with a quiet and contemplative workspace where they can delve into tasks that require deep focus and analysis. Encouraging written communication platforms can allow them to contribute their well-thought-out ideas effectively. On the other hand, extroverts thrive on interaction and collaboration. Incorporate team interviews, brainstorming sessions, and group projects to leverage their communication skills and ability to inspire innovation. Assign them roles that involve leading group efforts, allowing them to shine and make a substantial impact.

There is something to be said about the strength given by diversity of thought. It is important for a team to consider candidates who may be different than the typical employee to help challenge some of the things and processes we sometimes take for granted. It is also important to consider what role you are hiring a candidate for and what supports there may be in place to help someone be successful.

In my experience being a recruiter we have learned how to tune ourself according to the candidates nature and keep the conversation flexible enough for people on otherside of the call.when we satrt doing it it hardly matter for both of us if you are introvert or extrovert. It's all about tunning to the situation.

Individuals apply for positions in which they have experience and interest in. By this, employers can gauge what their skill set is and know where they fit in.

Being able to adjust to each individual is completely amazing. Being part of the Neurodistinc community, people communicate in different ways, for example someone asking a question could mean a different meaning to someone else. Being able to use resonable adjustments like maybe typing the question out, means that everyone gets a fair interview.

??% everyone has different areas of strength and being in a diverse team highlights that! Being aware of our own biases is not just important when interviewing or deciding who is in a team, but in everyday life as it affects our thoughts, feelings and actions! ??

In my experience, creating a balanced team by combining introverts and extroverts can lead to dynamic problem-solving. Ultimately, success lies in recognizing that diversity in personality types is an asset, not a challenge. By tailoring the interview process and tasks, to accommodate both introverts and extroverts, you give them the best opportunity to shine and maximize their contributions and foster a harmonious, innovative, and productive workplace.

It's best to understand people and what you need in an employee. We are all different and should be respected as such. It's best to understand how that person is being presented to you based upon what you're asking in your questioning. Responses are dependent upon the questioning. Predetermined answers will not produce desired results.

In my experience both types want to know about the next step in the hiring process, not just extroverts so I would tend to disagree with the second comment However it is true that when following up with an introvert, it’s better to opt for a thoughtful and detailed email. Acknowledge their insights from the interview and express your interest in their unique strengths. For extroverts, they like to talk it through: a friendly phone call or in-person meeting can show enthusiasm and maintain the energetic connection established during the interview.

I was hired for a job just because I sent a follow-up email to express my appreciation for the interview. The employer later told me my email was the deciding factor. Apparently we're speaking of small business. Potential employers may not have time to send out correspondence. r

Always remember, you are interviewing a person for a job - not to assess how "likable" they are. Introverts can come across as less likable during interviews, especially if the interviewer is an extrovert, and this can contribute to unconscious bias. As Soichiro Honda said, "If you hire only those people you understand, the company will never get people better than you are. Always remember that you often find outstanding people among those you don't particularly like."

Another factor to consider is the pacing of the interview. Introverts might prefer a slower pace, allowing them time to reflect and respond thoughtfully. In contrast, extroverts often enjoy a more rapid exchange of ideas. Also let’s talk about interview structure, introverts may excel in scenarios that require problem-solving or analysis, as these tasks align with their reflective nature. Presenting them with hypothetical situations that tap into their critical thinking can provide valuable insights. Meanwhile, extroverts might thrive in group discussions or interactive exercises that allow them to showcase their communication and leadership skills.

In my experience, as a recruiter, its about consulting with both sides, with the introverts, it is attempting to get them to open up about their strengths and to encourage them that when giving an answer back it up with an example, therefore opening the introvert up. With the extroverts, its about encouraging them to keep on track and focus, again answering the question with an example to keep it relevant. The bottom line is, an extrovert doesn't mean they have a better chance of getting the role as can be seen as maybe to aggressive for a team and the introvert too quiet.

Ask questions that are structured and even include examples in the question. Eliminate small talks and include practical examples . Keep personal info personal . Always try to listen and standardize process .

Going on an interview is a lot like dating. No one wants to feel rejected, and whether you're the interviewer or the candidate, you both need to feel equally invested in the process and showing interest in getting to know the other person is the best way to do that. The screening interview is the "let's meet for lunch" date. You're getting to know each other and trying to figure out if the person lives up to their resume. If they do, the next step is the callback or "dinner date." Just like dating IRL, sometimes you need to have a couple of dinners before you know if it's a match. The interviewer wants this to work out as much as you do. They are busy, and you want a new job. You have a shared goal:creating a great team.