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15 Things That Introverts Would Never Tell You

15 Things That Introverts Would Never Tell You

Introverts get a bad rap in a world that celebrates extroversion and “people-persons”. There are things introverts wish you knew about them that would help any relationship or situation. For instance, we are not anti-social or depressed, we’re just different. In fact, many envy us for our self-contained, cool manner that keeps others calm, focused, and safe. People love us, in secret. As introverts, we have many “ways” that only our closest friends understand. Here are several things about introverts you may not know.

We don’t care about your birthday.

Any introvert who works in an office knows how it feels to be hustled for birthday cake money. It makes us squirm when a random office person cheerily volunteers that it happens to be their birthday. We think they expect us to respond with like enthusiasm and interest, and maybe even accept their invitation to join them for drinks with a group of about 300 other random people to celebrate. Three hundred is a bit of an exaggeration, but feels that way to an introvert who just wants to go home. If you don’t invite us, we’re not offended. We’re relieved.

We don’t need you to care about our birthday.

Yeah, we don’t. We have friends who genuinely know us and care, if we care. However, an interesting thing about introverts, is some don’t need to celebrate it. We’re okay with quietly honouring the day on our own or with a group of friends we’ve carefully selected. We don’t have to let the world know.

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We are not really listening as you recount your weekend.

Unless you are part of our circle of friends, we don’t care what you did last weekend. We are of the mind that everyone has a right to privacy, and if you chose to spend it in a drunken stupor or beating down the door of your ex, then that is up to you. We don’t judge, and find it takes too much energy to give it to people we don’t know. Just because we work with you, that doesn’t mean we know you.

We hate crowds.

Large groups of people make us tired. All the stimulation of having so many different types from all walks of life can make us a little woozy. Some introverts are empaths, so they tend to take on the energy of others easily. We sometimes feel like we “know” everyone in the room and get easily overwhelmed with the swirl of activity.

We don’t really like networking events.

This is especially hard for introverts who run a business. Networking makes us feel like we have to perform. We struggle to say the right thing and listen attentively. We don’t really care since we don’t know you. Even in business, we have to feel connected to someone on another level to get the most out of a networking type of event. This takes time, and choosing the right event, and coming up with a plan to offer value to others, while getting some for ourselves.

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We force ourselves to act like we like you.

This is the nasty truth. We know who we like and don’t. It can stem from many reasons that can have its roots in childhood to what we ate for breakfast this morning. Don’t take it personally. We appreciate honesty, and sometimes it hurts. To survive, we have to supersede these feelings and be nice. Nice can be harder than being real.

We know how to get stuff done.

We pack our alone time with activities–projects, phone calls, emails, rough drafts and blueprints for world takeover of our next big idea (which we have lots of). We value solitude because it lets us experiment with new concepts, plan and stretch our imagination. Anything is possible when we spend time alone, and what we create may change our lives, and yours, too.

We like to write things out.

We love email because it helps us get what we need without interruptions. Interruptions throw us off course, and we need to expend more energy to get back on track. So, please don’t call unless it is a close-ended question.

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We feel safe with the right people.

When we have the right people in our lives, we give our all. We give our best selves. We become protective warriors who will fight almost any cause for someone we love. Just ask our friends. We blossom in the right company, and shine. It takes us time to find the right people, and when we do, we don’t hold back.

We do have friends, who really like us.

Introverts like people, and people like us. Most introverts have no issue with hanging out in groups, and spending time with others. If we have friends, it’s because we consciously chose them. We’ve put effort into the relationship, and our friends know that. We go to bars, parties, and meet new people. The difference is that not everyone we meet becomes a friend.

We can do the extrovert thing, for a while.

We have to do that to get along. We can be the life of the party, host the networking event, and be the chairperson of the charity. We do this willingly, knowing that at the end of the day we can go home. When we get there, it may take days, or weeks to replenish ourselves, and feel ready to do that again.

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We are not shy, rude or uptight.

At first, we may seem that way. Get to know us, and we can actually make you laugh, and hold a conversation that lasts more than 15 minutes. The thing is, we don’t share this with everyone. Being “social” or “sociable” is an option, not a way of being. We can’t fake happy or excited really well, and we show what we think on our face, not as much in our words.

We are okay alone.

We have lots going on in our heads and don’t need more. Unlike our extrovert counterparts, we don’t need others for stimulation. We’re constantly working out life in our heads. We entertain ourselves with creative projects and know how to take ourselves out for a good time. More people, means more stuff to deal with, and we’ve got enough of our own energy to hold.

We hate small talk.

We’re thinkers, and we relish conversations about big ideas, theories and ideals. We rarely get into small talk and do so comfortably.

We make a choice to be with you–appreciate it.

We value our alone time and are picky about who we let in. Letting in the wrong person will drain us, leaving nothing for ourselves. We tend to attract extroverts who suck our energy, and search out likeminded introverts for our groundedness, deep thinking and sense of control. We appreciate our time with other introverts and have an understanding of each other’s limits and boundaries.

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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