Human Resources Blog - Spark Hire

How Do I Video Interview…Extroverts?

Every candidate comes with their own set of unique interviewing challenges. That’s why we’re tackling how to video interview different types of job seekers with this how to series. Today, we’ll be talking about using video interviews to connect with extroverts.

Extroverted job seekers might be able to quickly and easily impress you in an interview setting because they thrive while meeting new people. Just because they’re chatty, however, doesn’t necessarily make them the right person for the job. After all, the video interview is the perfect time to really focus on whether or not the candidate has the right skill set for the job.

Here are some ways to use the video interview to make sure your extroverts are good for more than just a fun chat:

Check your bias

It’s important to know our society tends to have a cultural bias towards extroverts. In her book Quiet: The Power of Introverts in a World That Can’t Stop Talking, author and former Wall Street lawyer Susan Cain points out how today’s society is geared toward its more extroverted members, sometimes at the expense of introverts. You don’t want a bias to cloud your judgment, even if it’s just a bias towards job seekers who are a bit better at small talk.

Instead of letting personal feelings or your ‘gut’ get in the way, write out a list of the skills and qualifications your ideal candidate should possess. You should know exactly what you’re looking for and what type of personality will fit with ease into your company culture. Personality is important, especially when it comes to cultural fit, but only after you’ve accounted for skills and qualifications. Once you have, you can decide whether your extroverted candidate will fit into your organizational environment with ease. This way, both introverts and extroverts will have an equal chance of impressing you in the video interview.

Are they rambling?

Extroverts tend to enjoy meeting new people and thinking on their feet. These are great interviewing skills and can make these job seekers truly impressive in a live video interview. However, because they love to talk, this can sometimes lead to rambling and unfocused answers.

Understanding their strengths as an extrovert, some of these job seekers might not do the proper pre-interview preparation in favor of thinking on their feet in the meeting. This can backfire, and lead the candidate to ramble instead of giving focused and concise answers.

These extroverted job seekers might also be more likely to talk over interviewers or to fill pauses with unnecessary conversation. Just because a candidate is an extrovert doesn’t mean their more chatty demeanor won’t actually be a hindrance in the video interview process.

Do you need extroverts?

Does the job you’re hiring for actually require someone with an extroverted personality? Or would an introvert do just as well? This is an important question to ask yourself when it comes to looking at personality as an aspect of hiring the right person.

For instance, a customer service position might require someone with excellent people skills. In this case, an extroverted candidate might have a leg up. Their personality might actually make them more suited for the position than a more reserved candidate. However, this won’t be the case with every position and you should determine before the video interview process begins whether a certain type of personality will thrive in the position.

It’s important to find the right people for your open positions, whether they’re an introvert or an extrovert. Extroverted candidates might have a leg up in the job hunt because they’ll be more at ease during the video interview process. But if you don’t let your bias cloud your judgement, you can determine if this personable job seeker is really the right person for the job.

What are some ways you connect in the video interview with extroverts? Share in the comments!

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Heather Huhman

Heather R. Huhman is the Career & Recruiting Advisor for Spark Hire. She writes career and recruiting advice for numerous outlets, and is the author of Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle (2011), and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010).