Introverts form a third to a half of the population and many selection processes put them at a disadvantage. A disadvantage not because they can’t do the job, but because many recruiters are subconsciously biased in their search. Recruiting the best person for your role is not about introversion or extroversion, but the competencies and team fit that you need.
Planning in more detail before even advertising the role allows you to write the advert more effectively, get a better pool of candidates and prepare better questions which are more likely to find you the person you need. The way you run the interview could also make it easier for extroverts to shine over introverts. Being more structured in your interview will allow you to dig deeper into the skills you seek, and reduce your subconscious (extrovert) bias. Making your decisions after the interviews, in a structured manner will allow you to select the best person.
