Interviews are heaven for an extrovert. They thrive on interaction and usually outperform introverts in the hiring process. But is this really the way to identify the best talent? What if you have a candidate with a great CV but they simply don’t seem to be ‘playing ball’? As the narrative of leadership is evolving – well-known and self-identified introverts such as Bill Gates and Warren Buffet are showing exactly how powerful they can be as industry leaders. So if the candidate isn’t flourishing in the first instance it’s time to start thinking about identifying an introvert sitting in front of you.

Identify the introvert

Shy, quiet candidates can often be mistaken for lacking in confidence or not being team players. When you obviously don’t have an extrovert on your hands – tailor your approach to the interview. Empathy, deep thinking and independent thinking are the hallmark qualities of the introvert. Instead of relying on the candidate’s expressiveness, you can tailor your questions towards these qualities. Listen carefully and focus on their reflective answers, comfort with pauses, and preference for depth to assess their fit for the role more effectively.

Pay attention and you will get some great talent

Of course there will always be roles that need extroverts. But this shouldn’t be equated with effectiveness or an ability to lead. A more thoughtful and reflective approach to hiring could do wonders for your talent pool. As Susan Cain famously says “We don’t need giant personalities to transform companies. We need leaders who build not their own egos but the institutions they run.”