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4 Ways Introverts Nail Job Interviews Without Pretending To Be Extroverted

4 Ways Introverts Nail Job Interviews Without Pretending To Be Extroverted

If you’re an introvert like me, you probably find interviews nerve-wracking, frustrating, or even torturous. We truly know that we’re as capable as our extroverted peers. But the truth is that desirable jobs are taken by them. One after another.

This scenario may be familiar to you. You’re in the interview room with three other candidates to compete for your dream job. From the vibes and the body language of your opponents, you can sense that they’re typical extroverts. They look confident without the slightest sign of anxiety, as if they were having a gathering with their old friends. But you just feel uncomfortable in this unfamiliar environment. Just the thought of interacting with a group of new people already makes you feel drained. You force yourself to wear a smile and convince yourself that you’re the best actor in the world. Pretending to be extroverted for the following hour is just a breeze for you. Right?

The group discussion starts. Candidate A takes the lead to throw out ideas. The pace of the interview is totally under his control. He dominates the setting like a leader. One-third of the interview has passed, then you finally contribute a great idea. The interviewers keep nodding their heads to show appreciation of your answer. Just a while later, candidate B interrupts and casts doubt on your idea. While you’re still thinking how to respond to her properly, she acts quickly and bombards you with another question. You notice that candidate C struggles a bit with the topic being discussed. But when he starts speaking, everyone just can’t keep their eyes off him. He smiles handsomely. His intonation and gestures are so engaging that everyone immediately likes him and even seems to want to be his friend after the interview has ended.

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After you step out of the interview room, you can’t stop reflecting on the performance of your group. You can’t deny that your extroverted peers have their own edges you can learn from. But you’re sure that you’re the best candidate for the position. Not only does the quality of your ideas trump theirs, but also your introversion enables you to handle a job that involves a lot of independent work and attention to detail. A week later, you receive a rejection letter. You know that one of your extroverted peers gets the job you’ve longed for. At that moment, you feel like your confidence evaporates, and you question if today’s society knows how to appreciate the qualities possessed by introverts.

How to nail interviews even if they’re not favorable to you

Yes, it can be frustrating to think that interviews are not a favorable setting for introverts. But that doesn’t mean you can’t perform well while interviewing. The first thing you need to do is abandoning the thought that you need to pretend to be extroverted to win the entrance ticket to your dream job. Actually, almost half of the population is introverted.[1] Your tribe is everywhere in the world. Even the interviewers you dread are probably introverts. They DO know the power of introversion. You just need to demonstrate it with these 4 tricks:

1. Make personal connections

Introverts easily make others think that they’re not participatory or engaged in interviews. The main reason is that they don’t feel comfortable to maintain constant eye contact with the people they first meet. And sometimes they unknowingly exhibit gestures that mislead others to think they’re not friendly or reluctant to social interactions.

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To avoid sending the wrong messages, before entering the interview room, you can associate the interviewers you’re going to meet with your old friends and tell yourself that they’ll definitely like you. The mild adjustment of mindset can make you feel more connected to them. During the interview, you can demonstrate your strength of connecting with individuals by switching your eye contact between each interviewer from time to time. This can make you feel more calm without making any one of the interviewers feel left out.

2. Take your time answering questions

Another problem introverts commonly have in interviews is that they can’t respond to questions as quickly as extroverts. Science has proven that the brains of introverts and extroverts are wired differently.[2] Although introverts are better at thinking deeply, they need more time to organize their complex way of thinking.

If you really need some time to think before you speak, it’s definitely fine to tell interviewers you need a moment to formulate your ideas. It’s a common misconception that quick response means good answers. You can make up for the time you lose with high quality answers, which demonstrates you have a more detailed mind than your extroverted peers.

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3. Take self-discussion as sharing, not bragging

Unlike extroverts, introverts are less fond of sharing their thoughts with others instantly. They like to examine whether their thoughts are valid or consistent with their values before they speak. If you’re the introvert who equates talking about your achievements with bragging, you may find promoting yourself in interviews embarrassing and try to avoid it. And so, interviewers can’t see how you’re a strong candidate.

Talking about your achievements does not have to become bragging. Instead of stressing how capable you are explicitly, you can tell interviewers what you have learned from your experiences and how you can make use of your knowledge to contribute to the position you’re applying for. You can also talk about how you would keep honing your existing skills after you get the job.

4. Dare to show your introverted side

I don’t know why many people hold the misconception that we must act in interviews to get through them. The more outgoing, talkative, and pleasant you are in interviews, the more likely you will be liked by interviewers and get the job. Of course, everyone likes working with someone with the qualities I just mentioned. But how long you can put on the persona? It would be a bad idea that you fake your way through the interview to land a job not suitable for you.

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So just be yourself.[3] When you’re asked about your strengths and weaknesses, for example, you can acknowledge that, as an introvert, you find written communication more effective to you (of course, you’ll also tell interviewers how you will improve face-to-face communication with your colleagues). And then you can highlight the positive aspects of your introverted nature, like being a great listener and observer, something which your extroverted peers may lack. By showing who you genuinely are, you can behave more naturally and perform better in interviews.

Just as Susan Cains writes in her famous book “Quiet : The Power of Introverts in a World That Can’t Stop Talking”,[4] many introverts possess extraordinary talents and abilities that the world hasn’t discovered. That’s why you need to take a bold step forward to show your true colors to everyone, especially in settings you find dreadful. If I can do it, I believe you can do it as well!

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Ricky Tang

Editor. Movie Lover. Amateur Singer.

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

More to Motivate Your Team

Featured photo credit: Emma Dau via unsplash.com

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