Theory www.ted.com/talks/susan_cain_the_power_of_introverts.html


The Silent Assessee…


Assessment centres are part of most graduate selection processes, but as with all selection processes, it is important that you look carefully to consider whether certain types of people have less of a chance to perform at their best than others, and whether your assessment centre fails to allow high calibre introverts to show their true potential. Anne Hamill, MD Talent & Potential Ltd addresses this question, exploring why assessment centres may favour extroverts - and how you can change them to be more even-handed.


T Consider giving graduates


performance on exercises.


reflection time to write a critique of their own


here are a number of reasons why assessment centres might discriminate against introverts:


• Extroverts are good at introducing themselves, striking up conversations, and expressing their initial thoughts to strangers. Introverts are good at listening, absorbing and processing information and expressing considered views to known people. Which does your assessment centre test?


• You can watch extroverts solve problems by evolving ideas in discussion with others. Introverts evolve their ideas internally, before sharing them with the group. In a group exercise, extroverts may be judged as more active and effective, purely because their idea-generating process is more visible.


• In groups dominated by extrovert debate, or in ‘speed-dating sessions’ with quick changes of subject, an introvert’s thinking style may be disrupted. They never get the chance to do their best work, which requires a quiet environment to map out their thoughts prior to speaking.


• Extroverts are practised at cutting in quickly to get their points heard. Introverts may wait politely for a moment’s pause. In a group exercise where there are several extroverts going at it hammer and tongs, introverts will get much less air time. Indeed, sometimes they may decide that to make the group effective, the best action is not to add fuel to the fire! In a dysfunctional group, good extrovert candidates may be more noticeable than good introvert candidates.


18 Graduate Recruiter | www.agr.org.uk


Here are some simple things you can do to design assessment centres that are introvert-friendly: 1. If you want people to introduce themselves or engage in a discussion, explain what is needed, and provide a minute or so to reflect before starting.


2. Have four person group exercises rather than six person group exercises.


3. Consider giving graduates reflection time to write a critique of their own performance on exercises.


4. Create exercises that require people to question, listen, and summarise accurately, as well as exercises that


require them to express opinions.


5. Create two-part exercises, where one part assesses a candidate’s individual ideas and judgement via a written output, and the other part assesses the social skill of influencing a group. The two capabilities can then be separated out, rather than the first being guessed at through the lens of the second.


If you want to spend 15 minutes exploring the world from an introvert perspective, there is a TED talk by Susan Cain on the subject at: www.ted.com/talks/susan_cain_ the_power_of_introverts.html


Dr. Richard A. MacKinnon, Head of Learning & Development Solutions at Talent Q, shares his view on whether assessment centres favour extroverts:


Most graduate assessment centres involve exercises that require lots of interpersonal interaction, “forced” group cooperation and rapid decision-making in the absence of complete data − activities that we might not associate immediately with introverts.


Objective assessment methods – including the use of multi-rater assessment centres – are supposed to increase the accuracy and fairness of recruitment processes. But poorly designed assessment centres could undermine this goal in several ways.


If the assessors are untrained, inexperienced or just over worked, they will fail to accurately capture the key behavioural indicators the exercises are designed to elicit. The exercises themselves might be unfit for purpose and ‘muddy the waters’ of fair assessment and selection. Assessors and administrators may also add to the confusion by failing to follow protocols or deliver instructions in a fair and objective way. And yes, an assessment centre could be designed which inadvertently favours more extroverted applicants.


Likewise, an entire assessment process could be designed to intentionally seek out extroverts. Excellent exercises and highly trained assessors could provide the hiring organisation with objective data illustrating levels of extroversion to help make selection decisions.


The un-asked question in this case is: does the hiring organisation have evidence that extroversion is really what they need? A robust validation study could clarify what personality factors contribute to success and the impact that assessment methods have on who gets through to selection. n


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