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5 Tips to Ace An Interview for Introverts

5 Tips to Ace An Interview for Introverts

If you’re an introvert, going into a job interview might seem like your worst nightmare. You have to go to an unfamiliar place and talk for an extended amount of time with someone that you’ve never met before. And to make things worse, all the focus is going to be on you. Awkward, to say the least.

While having a shy personality might appear to put you a severe disadvantage, you can overcome your nerves and shine in an interview. The trick is to know the right interview tips and techniques to make the situation seem less intimidating. Here are 5 interview tips for introverts to help them land the job they want and deserve.

1. Pretend you’re talking to an old friend.

While it might be difficult to make friends as an introvert, it becomes easier to talk to the people you know. Approach your interviewer with the same attitude. Begin the interview by talking about things that help you build a rapport with the interviewer before they start asking the tough questions.

Think of something―anything―to talk about besides the job. Your interviewer may be just as anxious about the prospect of making conversation with a complete stranger for 30 minutes. So, ease into the situation by asking them about their day or discussing an innocuous topic like something interesting about the neighborhood the office is in.

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Just remember to not take things too far―you wouldn’t want to offend anyone by acting overly familiar or unprofessional. You want them to come away delighted by your warmth and enthusiastic demeanor, not with the impression that they just had brunch with Noisy Nora and Gabby Gabe.

2. Google your interviewer.

Not knowing what or, in this case, who you’re facing can be nerve-wracking. Even though it may feel creepy, take the time to check out your interviewer online. Look beyond LinkedIn, and find out what their interests are on social media and if they overlap with any of yours.

Google them and see what news or information comes up. You might find out what types of community events they attend or what groups they are involved in. This gives you a fuller picture of who you’ll be talking to. And don’t be afraid to bring up any similarities you discover.

A good way to break the ice is to say something like “I hope you don’t mind, but I took a look at your online profiles while researching this role and saw that you’re into X. I wanted to bring it up because I never meet people who are also into X!” The interviewer understands pre-interview research does occur, and may appreciate your reference to it as a sign of your diligence and transparency.

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3. Pay attention to your body language.

Introverts tend to be uncomfortable when talking with new people, and this shows in their body language. Their nervousness causes them to fidget and their discomfort makes them slouch back in their chair. This is not the message you want to be sending, not to the interviewer or to yourself. Because whether you realize it or not, having bad posture or constantly looking down at your feet feeds your own fear or anxiety.

Take a moment to envision a confident professional nailing a job interview. Don’t think about what they might say or how they answer the questions. Instead, concentrate on how they sit, their facial expressions, and the way they move as they speak or listen. What movements or postures make them seem self-assured and capable?

Before your interview, practice this body language. Make a conscious effort to sit up straight and confident, both when you’re alone and with friends. Also, take the time to perfect your handshake. If you’re not sure how to position your hand or how long a handshake should last, look into the “web-to-web” technique, which makes a firm connection all the way from the thumb to the index finger of both parties. Many believe this is the most impactful way to introduce yourself.

4. Step into the interviewer’s shoes.

One of the biggest fears introverts have about interviews is appearing incompetent or saying the wrong thing. Alleviate this worry by practicing in front of a camera. Create a list of potential questions you might be asked, then record your answers. Place the camera, or your smartphone, where the interviewer would be sitting so you can record yourself from their perspective.

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When you rewatch the video, note which answers were the strongest or at which points you seemed the most comfortable. Then practice again. Try to incorporate more of the good aspects you saw in your first take. Each time you go through the common interview questions, you’ll create a solid foundation for your answers, and feel less nervous during the actual interview.

5. Remember your common bond: passion for the company.

Hopefully you’re applying for a job with this organization because you are interested in the work they do and what they stand for. And unless the interviewer hates their job, they have that in common with you. Whenever you begin to feel overwhelmed or nervous, focus on what it is that excites you about the company. That will resonate with the interviewer and help keep the conversation flowing.

Ask questions to show your curiosity about the organization, as well as get a better idea of what it’d be like to work there. As long as it feels organic, ask your questions when they come to mind. You don’t need to hold all your inquiries until the end. Trying to keep them in the back of your mind will be distracting. After all, the best interviews are less like Q&As and more like genuine conversations.

When you get the opportunity to interview for a great job, it’s natural to feel nervous. But with these interview tips, even the biggest of introverts will be able to come out of their shell and show what they have to offer.

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What are some other interview tips for introverts? Share in the comments below!

Featured photo credit: Irish Times via irishtimes.com

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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