No more Negative Stereotypes: How Recruiting Introverted Employees can Help your Company

introversion, employment

Did you know that introverted people are naturally self-motivated, analytical and reasonable, good listeners and as a result good learners, concentrated, and more dedicated? 

Business owners know that if there was only one area to tend to in human resources management, that would be recruiting.

You want your employees to be self-motivated, analytical and reasonable, good listeners and as a result good learners, concentrated, and more importantly dedicated.

However, everybody knows that it’s not easy to choose the right employee from tens (if not hundreds or thousands) of candidates. It takes a lot of effort to tell competency from potential, and this makes all the difference. A wrong choice brings about losses more than one can imagine.

As an example, the total costs of having an unfit second-level manager who receives $62000 a year and whose employment is terminated after 2.5 years equal 840,000 dollars. Add to this amount the turnover expenses and the workload other employees have to incur to level the work not done by the unfit manager.

Introverts’ personality traits make them especial for your company

It’s good to know that there are some people who can claim to naturally possess all of the perfect employee’s personality traits mentioned above, but they tend not to make any noise about it. Yeah, I’m talking about introverts.

Although it’s not a good idea to describe one as fully introverted or extroverted, research shows that there ARE some genetic and cognitive differences between extroverts and introverts. It seems that compared to extroverted people, introverts lack a gene that makes the brain immediately responsive to external rewards.

In other words, introverts are less immediately receptive to external events, and are more responsive to inner projections.

Whereas extroverts process external stimuli through a short pathway responsible for taste, touch, and visual and auditory senses in their brains, introverts sift the information through a longer pathway responsible for more complicated tasks such as remembering, planning, and problem solving. This makes them need more time to process information, but it typically pays off: Introverts can be problem-solving machines.

The seeming reservedness of introverts might be caused by their cognitive tendency to deeply analyze what they perceive through their senses. They need some time alone to recharge their brain power and make sense of their whereabouts.

Their inner tendencies make them carry some nifty personality traits such as being self-motivated, analytics-oriented, good listener and as a result good learner, more concentrated, and more dedicated to the tasks they care about.

So, isn’t introversion what we should look for in candidates? Not so fast. First of all, employee diversity is a strength at workplace. Second of all, it’s not that easy to hack into the true abilities of an introverted employee. You will most probably see the guy strange and unpleasant.

Then how to treat them?

Personality comes in a package. It is true that introverts have personality traits that make them great at analytical tasks, but they probably have problems with protracted group tasks. Some introverted behavioral patterns might make people think that an introvert is rather strange, aloof, or self-centered.

If you want to make the best out of your introverted employees, remember the following tips.

  • Be their best friend. Introverted people are typically not conversation starters, and they might easily lose track of their previous friendships. If an introvert does not check on you frequently or is reserved in group meetings, don’t think that they are selfish or totally closed. Try to make an intimate friendship with them and you’ll see that they’ll come to help you more than others.
  • Let them shine. Introverts might think against the grain and this means that they can come up with unconventional ways to solve problems. When dealing with their new ideas, give your introverted employees time to prove themselves.
  • Pay attention to them. It is easy to neglect introverted people. After all, they tend to be wallflowers in parties or inarticulate when they don’t have something especial to say. Remember to give everybody an equal chance to show themselves, irrespective of whether they are warm and chatty or seemingly cold and reticent.
  • Don’t force them into group works. This seems a bit challenging. Your whole company might be set on group values and this might be the propaganda you keep drilling into your employees’ minds. But before judging introverts for not being as excited as others in group tasks, take time to think of a method to use their problem-solving abilities in your company while respecting their preferences. Remember that in a community every personality type should have enough room to prosper.

To conclude:

We normally have a dose of introversion and extroversion. Or as Carl Jung puts it, “there is no such thing as a pure introvert or extrovert. Such a person would be in the lunatic asylum”. Yet, introverted characteristics might be said to make a thinker who is much needed in a company. Learn how to respect introverts, and they’ll turn into an employee you just needed in your workplace.


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