Extroversion and introversion are terms that encompasses many traits such as:
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Extroversion, and its scale opposite Introversion, are broad traits that describe the way people interact with the world around them.
Personality tests help employers understand what types of interactions and environments a candidate feels most at home with, and how they prefer to work. Extroverts are more likely to be energized through social interaction and gregarious behavior; on the other hand, introverts find social interactions draining and prefer to spend time focused on quiet and deliberate work.
HighMatch creates custom job profiles which identify the personality traits, cognitive abilities and the skills required for success in the role and at your company, using straightforward language to ensure high adoption and usage by your teams.
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Both introverts and extroverts bring value to the workplace when placed in the appropriate roles and settings.
For example, while an extrovert would shy away from being on their own in a lab doing scientific research, they would welcome the opportunity to communicate the results to an audience and be the “face” of the work.
Conversely, an introvert would be satisfied doing the lab work on their own in a quiet environment, and be happy to share the spotlight with the extrovert and avoid the social interaction required to present the work.
When a person’s innate preferences match the duties of their job, job satisfaction and retention rates improve. Before you hire a new employee, it’s important to understand where he or she is likely to thrive based on their preferred work style.
Jobs well suited to introversion are:
Jobs well suited to extraversion are:
HighMatch candidate reports make it clear if candidates possess the innate talents, defined by you based on the needs of the role and the organization, to succeed in the job. Employees whose talents fit the job are more productive, happier and stay longer.<meta charset=”utf-8″>try a free personality test
During an interview, you can assess whether someone is likely to be an extrovert or an introvert through hypothetical scenarios and through questions about past experiences.
For example, you could ask a prospective candidate whether they tend to spend more of their time learning all of the processes and procedures or trying to get to know the people they would be working closely with when starting a new job. An introvert would likely respond positively to the first question, and extrovert the second.
Or you could ask whether they would rather collaborate with others to solve a problem or if they would prefer to have time to analyze independently before presenting their ideas for a solution? An extrovert would likely respond positively to the first question, an extrovert the second.
HighMatch provides interview guides tailored to each candidate. Each guide offers questions based on each person’s personality and skills, making it easy for you to ask thought-provoking questions to help you get to know the candidate beyond their resume and experience.
HighMatch measures a range of traits that relate to extroversion and introversion including sociability and responsiveness, and offers the ability to couple these personality assessments with skills assessments from our massive library of tests.
Sociability is the natural tendency to actively and consistently seek out social connections with other people. Sociability is often associated with a degree of social confidence in meeting new people and carrying out non-business related social interactions.
HighMatch also measures a candidates responsiveness, the tendency to react spontaneously and to express thoughts, feelings, and emotions openly and outwardly.
Once a candidate takes the assessment, their results are compared to the hiring profile to produce a job fit score. Job fit scores make it clear if a person is a high, medium or low fit for the job based on the predefined profile.
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