Extraversion indicates the sensitivity to positive rewards and represents the tendency towards an active and outwardly-oriented approach or a relatively insensitive response to rewards.
It assesses the degree of energy such as extroversion, assertiveness, being challenging, boldness, and level of activity.
Extraversion, within a moderate range, generally does not have a significant impact on work and can be seen as an expression of one's personality flavor. Candidates with high Extraversion may receive higher evaluations during the hiring process due to their assertiveness. However, it is important to note that the appropriate range may vary depending on the job position, so it is essential to avoid being overly captivated by this aspect.
High Extraversion: Merit and risk
Individuals with high Extraversion exhibit energetic and highly active characteristics. They have a strong sensitivity to incentives and a high drive for achievement. Therefore, when hiring for sales and marketing positions, it is important to prioritize candidates with high Extraversion.
Even among individuals who may initially appear calm, there are 2 types within this category. There are those who maintain a sense of moderation while having stronger Extraversion, exhibiting both high Conscientiousness and energy. On the other hand, there are those who have lower Extraversion. For sales-related roles, the former type is more suitable.
As the degree of Extraversion increases, the level of activity also intensifies, but at the same time, there is a tendency to become less attentive to others' conversations.
Especially when the highest Extraversion is pronounced, it can create a "theatrical" profile that may not be suitable for jobs involving interpersonal relationships. It is important to be aware of the potential association with Histrionic Personality Disorder, as suggested by the DSM-5. Typical traits may include making exaggerated or false statements, as if having connections with famous or influential individuals.
Low Extraversion: Merit and risk
Individuals with low Extraversion exhibit predominance in caution and composure. They tend to have fewer ambitions and are well-suited for roles that involve carrying out assigned tasks in a methodical manner.
Furthermore, they have a stronger inclination towards listening rather than asserting themselves. Therefore, they are well-suited for jobs that require empathetic interaction with clients, such as counseling roles.
If Extraversion is significantly low, it can result in a profile characterized by a strong sense of apathy. This lack of motivation towards work can be observed across various fields, and it requires careful attention.
Individuals lacking enthusiasm pose challenges in terms of effectively nurturing and aligning them with their work. It is generally difficult to find suitable methods for their development.
Interview points to assess Extraversion
Appropriate Extraversion range varies across industries and job positions, so it is important to first understand the suitable range for your company based on the measurement results of high-performing individuals.
In general, as long as it falls within a moderate range, there shouldn't be significant issues. It is crucial to consider that some individuals with highest Extraversion may appear excellent, while others with a seemingly passive may possess latent high Extraversion levels. By taking these factors into account, you can mek a more accurate assessment.
However, it is important to note that individuals who display extreme tendencies towards either the activity or passive type can potentially lead to problems. Therefore, during interviews, it is necessary to pay close attention and observe these aspects carefully.
