You've just interviewed introverted candidates. How do you keep the connection alive post-interview?

2 Check In

A week or so after the initial follow-up, check in with the candidate to maintain engagement. This could be a brief message or email to update them on the hiring process or to share any new developments relevant to the role they interviewed for. This step is important because it shows the candidate that they are still being considered and that you haven't forgotten about them. For introverted individuals who may not reach out themselves, your check-in can be a reassuring touchpoint.

3 Offer Insight

Introverted candidates often appreciate deeper insights into your company's culture and values. Share articles, videos, or other content that reflects what it's like to work at your organization. This helps them envision themselves in the role and reinforces their desire to be part of your team. Moreover, it demonstrates that you're invested in helping them understand whether they're the right fit for your workplace, beyond just the job description.

4 Personalize Communication

When communicating with introverted candidates, it's important to personalize your approach. Reflect on the conversation you had during the interview to tailor your messages. If they mentioned a particular project or interest, bring it up in your correspondence. This shows that you were listening and value their unique perspective. Personalization makes the candidate feel seen as an individual, not just another applicant in the pool.

5 Encourage Questions

Introverts may not always voice their concerns or questions during an interview. Encourage them to reach out with any thoughts that come up post-interview. Make it clear that you're open to further discussion and that their inquiries are welcome. This invitation can empower them to engage with you on their own terms, which can be more comfortable for someone who is naturally reserved.

6 Provide Feedback

Finally, offering constructive feedback can be incredibly valuable to introverted candidates. Whether or not they get the job, letting them know what they did well and areas where they could improve provides a learning opportunity. For those who may be more self-reflective, this feedback is not only appreciated but can also help them in their professional development.