Are You Attracting Introvert Talent?

How does temperament work for or against people? Author Susan Schmitt and a former group vice president of human resources at Applied Materials, gave the example of a new hire who appeared to have low energy during the interview process.

?“She was somewhat slow in her responses, thoughtful and reflective, which made interviewers think she may not be right for the role. But her skills, knowledge, experience, and education were super strong, and her capacity for complexity and conceptual capability were outstanding.” She was hired with Susan’s advocacy.?

“This hire became a success story, and she became a vice president. Had she been dinged for her low-affect personality in that first interview, think of the lost contributions,” she said.?

To ensure that people with introverted personality types are included and embraced within your organization, ensure that introversion is a key dimension of diversity within your larger talent management strategy.?

This would establish that an introverted candidate who didn’t come across as the kind of person an interviewer would “like to have a beer with” wouldn’t get shot down for that reason. After all, not every position requires a candidate to be great at after-work socializing, right??

If you are a team member or manager, consider these five steps to ensure that introverts are provided an equal opportunity in the hiring process.?

1. Showcase Your Workplace Culture

Introverts prepare and often research companies before applying. Maintain a strong online presence—especially on LinkedIn and YouTube—to give them a clear sense of your company’s environment. Without this, you may miss out on highly skilled introverts who never apply.

2. Create an Introvert-Friendly Interview Process

• Optimize the environment: Avoid harsh lighting and noisy spaces in person. Arrange seating to minimize discomfort. On a video conference, make sure your space is free of clutter.?
• Allow adequate time: Introverts often pause before responding. Rushed interviewers may misinterpret thoughtful responses as hesitation.
• Be mindful of energy levels: Long, back-to-back interviews can be draining. Space them out when possible.

3. Check Your Biases

If you’re extroverted, beware of unconsciously favoring high-energy candidates. If you’re introverted, be mindful of confirmation bias—seeking responses that align with your perspective while overlooking other valuable qualities.

4. Paraphrase to Clarify Responses

Reflecting back what a candidate says helps them refine their response. This benefits introverts and extroverts, allowing them to process and articulate their thoughts more effectively.

5. Use AI Tools (With Caution)

AI-driven hiring tools can help expand candidate pools, including introverts who might not stand out in traditional screenings. However, digital assessments that analyze verbal and nonverbal cues can unintentionally introduce bias. Implement AI thoughtfully.

By shifting hiring practices to acknowledge introverts, you will unlock a wealth of untapped potential. When introverts are valued for their depth, insight, and strategic thinking—not just their interview charisma—companies stand to gain innovative, thoughtful, and dedicated team members, enriching the diversity of your workforce.

Are you making room for introverts in your hiring and promotion strategies? We value your insights and would love to continue the conversation—share your thoughts in the comments!

Please contact me at [email protected] to learn more about how you can bring me in to speak with your teams. Check out?our podcast, Introvert Ally, and?speaking programs.? Pre-order the new 3rd edition of The Introverted Leader: Building On Your? Quiet Strength, coming out in June.

#introvert #introverttalent #talentacquisition