Good question, and one many introverts ask from time to time. Except it assumes character traits in job interviews are a zero sum game. Introvert or extrovert. Attractive or not. Able to handle stress well, or not.
When it comes to finding the right people for the job none of this is true.
There’s no zero sum game in hiring.
The only thing that matters is: who’s the right fit for your company, the culture, current team and the phase of growth or maturity it is currently in.
All of these change over time, so who’s to say what kind of people are right or wrong when recruiting for vacant positions in your business.
What we at Plum want to do is take guesswork out of the equation. Take out gut instinct and “feelings.” Staffing is usually a good 30-50%, or more, of any companies operating budget. Hiring the wrong people can be a costly mistake.
With the new Plum Dashboard we take the data generated by our CHR Problem Solving Test and deliver to our customers a People Statement. This assesses the various characteristics of their potential (or in some cases, current) employees using the following criteria:
- Conscientiousness (industriousness, orderliness)
- Stress tolerance (stability, self-regard)
- Openness to experience (intellectual disposition, experiential disposition)
- Extroversion (enthusiasm, assertiveness)
- Agreeableness (compassion)
This means that no, being an extrovert shouldn’t give you an advantage, anymore than being an introvert should be a disadvantage. Being an extrovert, according to our test, is a combination of how enthusiastic and assertive someone is, which is assessed as follows:
- Conveying a positive attitude to coworkers and customers even when they are disagreeable or rude.
- Displaying a positive outlook and pleasant manner every single day.
- Putting the success of the work team above your own interests.
- Inspiring others to work hard or extend themselves.
- Leading work group activities through exercise of power and authority.
- Using persuasive tactics to sway the thinking and behavior of co-workers who initially disagree.
Depending on your workplace culture a combination of these tendencies might provide a distinct advantage. Or they might be a hinderance to staff who could find someone like this too much to handle. It all depends on the value you place on the intersection between personality and culture.
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