How to effectively interview introverts image

How to effectively interview introverts

Written by: Katrina Lubiano

The well-received (18 million viewed) Ted Talk by Susan Cain, a self-professed introvert, and author of Quiet: The Power of Introverts in a World That Can’t Stop Talking, critiques our culture’s preference to the extroverted qualities of social outwardness that often times stigmatises the characteristics of introverts. Her ideas empower introverts, and in her Ted Talk, she makes a strong case for the quiet and contemplative in the workplace.

This month is all about the Myers-Briggs personality test in job hunting and recruitment at majer. Myers-Briggs is a popular self-reflective questionnaire formulated to uncover individual psychological preferences in decision making, problem-solving, creativity, and relationships.

Whether you’re a first-time hiring manager, a seasoned recruiter, or someone looking for employment, it’s helpful to have an understanding of your own personality tendencies and familiarise yourself with the 16 ‘types’ of personalities.

We recommend spending 12 minutes to discover your personality type with this 16 Personalities questionnaire and read about how our different traits may affect important aspects of our lives.

The Myers-Briggs personas are not strictly black and white; individuals are a unique mix of varying degrees of traits and people rarely fit into these standardised boxes. The most popular and perhaps the most categorisable traits are extroverts and introverts. We can generally assume where we sit on the introvert/ extrovert scale, and while it’s natural to display tendencies of both ends of the spectrum at times, we tend to lean towards one side.

Introverted or extroverted, each personality type has their strengths and weaknesses. Cain urges the corporate world not to quickly dismiss the seemingly shy, awkward, or quiet candidate for the outwardly expressive and charismatic. Traditional interview styles are geared for an extrovert’s comfortability. Interviewers claim to test the interviewee’s charm and “ability to think on their feet”–something extroverts tend to excel in. It’s our job as recruiters and hiring managers to find the best candidate for the role and change the way we interview to eliminate the biased towards extroverts.

interview techniques for introverts

Eliminate the small talk and ask the right questions

Most introverts find small talk uncomfortable and unnecessary. Keeping your interview questions straight to the point and relevant to the role will help avoid any unexpected awkward moments. When preparing for the interviewing process, consider the essential skills and experiences required for the job and prepare your list of questions accordingly.

Interview questions like, “Where do you see yourself in five years?” aren’t intended to uncover candidate aspirations relevant to the company, but are asked to test how one responds. These on-the-spot questions are often times irrelevant to the job description and offer no value in determining a candidate’s future job performance.

Give a heads up and standardise the interviewing process

Avoid hiring on ‘gut’ feelings. Having consistent, structured interviews is the best strategy to ensure you’re hiring the right person for the role. Giving your candidates ample opportunities to prepare for an interview minimises stress on both ends and allows them to put their best self forward. Challenging your job applicants with the right questions and ample time for preparation will give you a better idea of who you are hiring.

interview techniques for introverts


Take notes, not assumptions. Pay close attention to your candidate’s answers. Note-taking during an interview is a valuable tool and will provide you with notes to reference when coming to your decision.

Ask more questions

Ask lots of questions for your clarification. If your prepared list of interview questions are not answered in depth, ask for your applicant to elaborate. This will help avoid hiring based on ‘gut’ feelings and will lead to a confident, informed decision. Skilled recruiters and hiring managers aren’t afraid to dig for more information–just be direct and ask for it. A great candidate, introverted or extroverted, will give you a straightforward answer.

We all have the potential for success in different ways. Don’t make hiring judgements about one’s career performances based solely on introvertedness or extrovertedness. Look for skill, competence, and character. A team with a diverse set of thinkers offers the best environment for fostering growth and innovation.


Related posts

Many people have found themselves facing an uncertain future about the availability of employment and opportunities for career growth. Our good friend, the vivacious Andrew Snowley from QIC, sat down with us to share his experience - and how he emerged from an uncertain time following the Global Financial Crisis.

Read More

Majer Recruitment have partnered with Clients like Architecture Firm, Hassell Studio, and the immensely talented Amy Barber for all manner of permanent, temporary and contractor recruitment roles. Staying in touch is the key message from Amy.

Read More

When your personal brand is well put-together, people will want to connect with you. Polishing your personal brand opens opportunities for your career or business making it the best networking tool at your disposal.

Read More