Job interviews are usually won by extroverts who knows how to sell themselves. The reason is the interview format itself inadvertently discriminate against introverts. And the result? Companies often lose the best candidates for their vacancies just because these people are not as proficient self-presenters as their extroverted colleagues. Isn't it a pity? This question was recently asked by the HR Zone website which also pointed out what recruiters should know about introverts:

- Introverts do not like small talk. They usually do not speak unless they have something to say. A recruiter trying to create a relaxing atmosphere at the beginning of the interview by talking about weather may make introverts even more nervous. He should realize that the silence is not a manifestation of the candidates' rudeness.

- Introverts do not want to sell themselves. They do not like to brag and therefore tend to mention only their very basic achievements. Recruiters should not interpret their lack of exhibitionism as a lack of interest in the job being offered.

- Introverts think longer before answering questions. They need to organize their thoughts first. However, this does not mean they are capable or know the answers. The speed of the answers should not be your sole criterion for evaluation.

- Introverts are direct. The fact that introverts do not talk as fast and loud as extroverts does not mean that they are not being direct. Their replies are, on the contrary, more direct than those of extroverts. Introverts will answer without any unnecessary details.

How to conduct interviews with introverts?

- Focus on relevant questions. Your goal is to find a candidate whose knowledge, skills and behaviors meet the criteria for your position and best match the company culture. If you do not know exactly what knowledge, skills and behaviors you are looking for, you will always be more impressed by extroverts.

- Establish a standardized process. Your recruitment process should give the same chance to both extroverts and introverts to show their skills. Following only the recruiter's gut response is a big mistake.

- Give your candidates more information in advance. Allow them to be properly prepared for the interview. Your goal is not to harm anyone, but to let them succeed.

- Prepare a lot of questions. Introverts will respond factually and succinctly. Take the opportunity to learn as much as possible from them.

- Do not be afraid of silence. Beware of the tendency of talking immediately if a moment of silence occurs. Give introverts enough time to answer.

- Do not judge anyone beforehand. Instead of making the final judgement of candidates during the interview, rather take notes on how they meet the criteria for your position.

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