Table of Contents
- The hidden bias in traditional hiring
- The introverted candidate: An overlooked asset
- 4 things hiring managers need to know about introverts
- 1. Introverts are not slow. They're deep thinkers.
- 2. They're not shy loners. They hate small talk.
- 3. They don't lack leadership potential.
- 4. They don't hate teamwork. They collaborate differently.
- Redesigning your hiring process for all personality types
- 1. Set a pre-interview task
- 2. Look at their portfolios
- 3. Create a safe and relaxing space
- 4. Give them space to shine without all the pressure.
- 5. Use skill-based testing
- 6. Foster an inclusive work environment
- The power of personality diversity
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The hidden bias in traditional hiring
Traditional hiring processes often favor extroverts, who generally are more outgoing, confident, and quick on their feet, particularly during interviews. And from what I've seen, extroverts tend to thrive in fast-paced conversation.
But I've also come to realize that the loudest voice isn't always the wisest and brilliant minds get passed over because they can't sell themselves.
People have a misconception that all introverts are shy, quiet, socially awkward, and borderline rude. Not to mention the widespread belief that extroversion is the ideal way to be.
Throughout their lives, many introverts have been pressured to change and urged to act more like their extroverted peers. They often hear comments like, "Speak up," "Don't be so shy," "Lighten up," or "Step out of your shell.".
Also, stop thinking that they're lonely. 💀
They're just a little more selective about how they spend their energy. And that's fair.
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The introverted candidate: An overlooked asset
Many hiring processes (the traditional ones) intentionally filter out incredible introverted candidates simply because they don't perform in the same way during interviews.
What most companies fail to understand: introverts possess a wealth of natural gifts. They:
- notice details
- pause to listen
- come prepared
- ask insightful questions
- work effectively in solitude
- contribute thoughtful input
- and most importantly, introverts think before they speak
Great teams are not built by hiring the loudest voice. They are built by hiring the right minds.
How to be an introverted designer AMA with Tim Yeo ⤵️
4 things hiring managers need to know about introverts
Introverts exist in your talent pool.
They bring just as much to the table as their more extroverted counterparts; sometimes even more. But the way hiring and workplace culture are often set up doesn't always give them a fair shot.
They're easily misunderstood.
1. Introverts are not slow. They're deep thinkers.
Thinking before speaking is what they do best. Introverts process their thoughts before blurting things out, which means their answers are often well-formed and more strategic.
However, most traditional interviews reward quick talkers, not necessarily the best thinkers. If you rush through an interview expecting instant responses, you might overlook someone who could bring real depth and value to your team.
Give them a moment, and you'll get insights worth hearing.
2. They're not shy loners. They hate small talk.
No one enjoys forced small talk about the weather or what they did over the weekend. Introverts just have a lower tolerance for it. They'd rather have a real conversation.
So don't take things personally if they don't want to go to happy hour. They're just managing their social energy. Forcing them into awkward, icebreaker activities don't help either.
Instead, try smaller, more optional gatherings where people can connect at their own pace. You'll be surprised at how much more engaged they'll be when they don't feel socially drained.
3. They don't lack leadership potential.
This misconception needs to die already. Introverts can be incredible leaders!
Most of them excel at listening, analyzing, and making thoughtful decisions. Introverted leaders are less prone to impulsive speech, offering an in-depth approach to problem-solving and team dynamics. They don't dominate conversations, but when they do speak, it's usually something worth hearing.
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These lessons are directly from years of experience interviewing UX designers as UX Managers.
4. They don't hate teamwork. They collaborate differently.
Not speaking up in a meeting doesn't mean they're disengaged. It means they're absorbing, analyzing, and thinking things through. Meanwhile, we all know that the loudest person in the room doesn't always have the best ideas.
Introverts thrive when given space to refine their thoughts and share them in ways that make sense for them—maybe through writing, one-on-one discussions, or well-planned meetings where they don't have to fight to be heard.
Create an environment where all voices (not just the loudest ones) have a chance to contribute, and you'll unlock some of their best work.
Redesigning your hiring process for all personality types
Ask yourself, what qualities truly matter?
For most roles, quick thinking and fast talking under pressure aren't the top priorities. Yet, that's exactly what traditional interviews tend to assess.
So, how can you level the playing field? How can you create space for introverted candidates to showcase their strengths?
Here are some ideas to get you started:
1. Set a pre-interview task
Do you think it's fair to ambush candidates with questions on the spot, without giving them time to process their thoughts? Or are you fine with surface-level, rehearsed answers?
Give them space to prepare, and you'll get more thoughtful, insightful responses.
2. Look at their portfolios
A candidate's portfolio should speak for itself and give you a clear picture of their skills, experiences, and thought processes.
There's no better way to assess a candidate's ability than by reviewing their work.
3. Create a safe and relaxing space
A high-stakes setting doesn't showcase someone's true abilities.
The interview setups should feel welcoming, not intimidating. This helps introverted candidates feel more at ease to show their true potential and form opinions.
4. Give them space to shine without all the pressure.
Let them take the reins and showcase what they bring to the table.
Introverts don't need to "peacock" in interviews.
5. Use skill-based testing
Eliminate biases in the hiring process and focus on what truly matters: skills.
This approach helps you assess talent based on their capabilities, not their ability to perform in a high-pressure interview.
6. Foster an inclusive work environment
Create a workplace where both introverts and extroverts can thrive. A diverse team with different personality types brings a balanced approach to problem-solving and collaboration.
The power of personality diversity
Introverts are not anomalies.
Many quiet professionals worry their introversion might hold them back. In reality, introverts bring invaluable strengths to the table: deep thinking, careful analysis, and thoughtful approaches that fast-paced environments often lack.
Creating an inclusive workplace isn't just good ethics—it's smart strategy. By adjusting how you interview, communicate, and structure team interactions, you unlock hidden potential in your people.
Whether you're hiring or leading a team, give everyone space to demonstrate their capabilities on their own terms. The result? A more balanced, diverse, and ultimately more powerful team than a room full of similar personalities could ever produce.
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