Recruitment is often biased towards extroverts, meaning you could be missing out on some of your best candidates. In this episode of Activate Your Introvert Carey Curry, the introverted recruiter explains why and what you could do about it.
Here are number of relevant articles, which I hope you find interesting.
How to recruit introverts
Introverts form a third to a half of the population and many selection processes put them at 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 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.
This article has eight tips to help you.
Introversion, leadership and recruitment interviews
Why do so many employers not get the best candidates when they’re interviewing?
Recruitment and introversion
we explore recruitment in an interview with Kiera Tsenti.