“Checkmate” before the game begins

Be quiet. Be loud. Be bold. Be safe. The pressure to be everything the moment requires is exhausting, uncomfortable and fake. The pressure to squeeze in, fit in, or risk being invisible is real. Perhaps more intense in the quieter more introverted group as they move from classrooms to the dreaded college interview process. Introverts make up 50.7% of the US population [[1]] but interviews are anchored in an extroverts reality forcing introverts to “fake” it.

A New York Times article describes introverts fearing situations in which they have to interact with people they don’t know[[2]].  Being an introvert myself, I can attest this to be true.  The author continues by saying we live in a culture that equates leadership and ambition with extroversion. I believe, this stems from familiarity bias and is so deep rooted that even introverts have been trained to value extroverted traits as a measure of success.  Today’s interview process is designed for extroverts and is structured to stimulate the brain, require continuous participation, and promote small talk. Introverts may be checkmated even before the game starts.  “This bias against introversion,” says Susan Cain, “is the next great diversity issue of our time" in her book that describes the Western culture undervaluing the traits and capabilities of introverts[[3]].

I explored familiarity bias conducting a neuroscience experiment using Electroencephalography (EEG).  The result showed our brains converge to familiarity; lighting up the more familiar, shutting down with the unfamiliar, and filling in blanks to create familiar patterns.  This bias is unconscious but compounds the issue of inclusion.

We can change this interview dynamic learning from the Japanese concept of “wabi-sabi” to find perfection within imperfection.  Here are ways to include diversity of thought:

E – Engage a new paradigm by first determining your candidate’s personality type.

M – Meet your candidate where they are versus having them meet your personality.

P – Pause and Process.  Offer 30 seconds to process responses.

A – Alternative between verbal and whiteboard responses allowing for thoughtful detail.

T – Take a “restroom break” to recharge.

H – Humanize the process from sterile to connected and comfortable.

Y – YOU have the power to change the process - use it!

This importance of talent with diverse thinking can no longer be ignored, as Sean Woodroffe, Chief Human Resources Officer at TIAA says: “diversity, inclusion and equity is an all-encompassing endeavor; the virtue of embracing introversion is an illustration of this noble endeavor”.

Raising awareness about our biases and embracing a litmus test to ensure neutral selection decisions may be just what colleges need today. It will take courage, humility, and vulnerability to accept the fact that our image of perfection might just be imperfect.

[1] Houston, Elaine. “Introvert vs Extrovert: A Look at the Spectrum and Psychology.” 27 Feb. 2021.

[2] Aarons-Mele, Morra. “An Introvert’s Guide to Surviving on the Job.” The New York Times. 3 July. 2019.

[3] Cain, Susan. “Quiet: The Power of Introverts in a World That Can't Stop Talking.” 24 Jan. 2012