How can you tailor competency based interviewing feedback to introverted and extroverted candidates?

1 What are introverts and extroverts?

Introverts and extroverts are two opposite ends of a spectrum that describes how people prefer to interact with others and recharge their energy. Introverts tend to be more quiet, reflective, and reserved, and they need time alone to process information and restore their energy. Extroverts tend to be more outgoing, expressive, and sociable, and they gain energy from being around other people and engaging in stimulating activities. Of course, most people are not purely introverted or extroverted, but rather have a mix of both traits depending on the context and situation.

2 Why does personality matter in CBI?

Personality can influence how candidates approach and respond to CBI questions, as well as how they perceive and receive feedback. Introverts may need more time to think before answering, and may prefer to focus on depth rather than breadth of their examples. They may also be more sensitive to criticism and less likely to self-promote. Extroverts may be more spontaneous and enthusiastic in their answers, and may prefer to cover a variety of examples rather than go into detail. They may also be more open to feedback and more confident in their abilities. Therefore, as an interviewer, you need to be aware of these differences and adapt your feedback style accordingly.

3 How to give feedback to introverts?

When giving feedback to introverts, you should consider giving them time and space to process the information. Be specific and constructive with your feedback, providing concrete examples of what they did well and what they could improve on. Balance your feedback with both positive and negative aspects while emphasizing their strengths and potential. Additionally, encourage introverts to share their thoughts and feelings by asking open-ended questions that invite them to explore their ideas. Show genuine interest and empathy as you invite them to share their perspective on their performance, challenges, and goals.

4 How to give feedback to extroverts?

When giving feedback to extroverts, you should consider engaging them in a dialogue. Extroverts usually appreciate a more dynamic and conversational feedback session, so you can use a friendly and enthusiastic tone and invite them to ask questions, share their opinions, and give feedback to you as well. Additionally, be honest and direct with your feedback – extroverts are usually confident and resilient, so they can handle straightforward and candid feedback. Furthermore, acknowledge their emotions and energy. Extroverts may express their feelings and reactions more openly than introverts, so you should be prepared to deal with them accordingly. Validate their emotions while helping them manage them constructively. Finally, challenge them to set higher goals and standards for themselves, while praising them for their achievements and efforts.

5 How to adapt your feedback style to different situations?

It is useful to know the general preferences and tendencies of introverts and extroverts, however, personality is not the only factor that affects how candidates receive feedback. Context, content, timing, and relationship between you and the candidate are all important factors to consider when giving feedback. Therefore, it is important to be flexible and adaptable in your feedback style, adjusting it according to the individual candidate and situation. To help you tailor your feedback, ask yourself questions such as: what is the purpose and goal of the feedback? What is the tone and mood of the feedback? When and where will it be given? How will it be delivered? And how will it be received?

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?