Tips for Interviewing Introverted Remote Candidates
As a hiring manager, the questions you ask and how you approach each interview may not only be determined by the job you’re looking to fill or the candidate’s resume, but also by their personality type.
For instance, if you sense early on that a candidate might be an introvert—someone who may be more reserved and enjoys spending time alone; learns best through observation and hands-on learning; tends to value privacy and keeps their emotions to themselves; and can feel drained after socializing—you may want to approach the interview a certain way.
According to HireVue, nearly 25% of the world’s population is introverted and more than 70% of the CEOs in the world describe themselves as introverts. Based on these statistics, it makes sense to seek out introverts, particularly for higher level, remote positions. But to help these candidates feel most comfortable and really shine during the interview, you may want to consider following the steps below.
Try these tips for interviewing introverted remote candidates:
Cut back on small talk.
Not all, but some introverts prefer not to fritter away time with small talk—and some even feel uncomfortable passing time that way. If you think you’re interviewing a potential introvert, consider dialing down lengthy chit-chat, as brief pleasantries are best. Because of this tendency, introverts can seem direct and serious.
Expect an introvert to downplay their abilities.
Introverts tend to be humble and, therefore, avoid bragging and overselling their skills and accomplishments, as it’s simply not in their nature. Redirect questions so that they’re pointed and will yield concrete examples of how the candidate excelled in prior positions or managed projects.
Allow for pauses before a question is answered.
Introverts tend to gather their thoughts carefully before responding to a question. Expect some level of delay before the candidate will respond to each interview question. Remember that introverts are conscientious and careful creatures. Allow for the pause!
Consider a two-level remote interview approach.
Because some introverts can be somewhat self-conscious, consider interviewing them remotely without video so it’s only the audio that you’re evaluating their answers on. Once the candidate becomes familiar with you, expect them to have a better second interview by using video technology.
Avoid ready judgement, as introverts are sometimes misunderstood.
Use an open mind when interviewing introverted remote candidates. Not only is there the layer of an introvert’s personality traits to consider, but the added remote discussion may only contribute to the candidate’s timidness.
Seriously consider the value of an introverted candidate.
Introverts make excellent employees because they’re often straightforward, they tend to make estimable leaders, they’re usually good listeners, and they’re typically productive and dependable. This personality type also means they’re independent, which makes them ideal for remote work arrangements!
Interested in hiring remote candidates? Post a remote job!
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By Christine Bernier Lienke | Categories: Build a Remote Team