Personality profiling: Introversion v Extraversion and Emotional

Personality profiling: Introversion v Extraversion and Emotional

Sensitivity v Emotional Distance

This is the second in a series of articles that explore the role of personality profiling in recruitment. The full series can be found at monarc­hper­sonnel.­com.

In this second article on personality profiling, we turn our attentions to emotions and how the extravert nature of a candidate can have an impact on their suitability for roles.

This is perhaps one of the areas where we can misinterpret our own perso­nali­ties. We may consider ourselves to be extraverts, but when it comes to having the confidence to take a lead, or be the life and soul of the party, we retreat more than we would like to admit.

Likewise it is easy to misun­der­stand our own emotional sensi­tivi­ties and how we perform under pressure. We might like to paint the picture of someone who manages stress well, when in fact it can make us miserable.

The personality profiling tool used by Monarch Personnel gets under the bonnet of all of this to produce meaningful data that helps recruiters determine whether a candidate is suitable for a role. It also helps candidates to re-evaluate the kind of roles they would enjoy. The factors that are assessed in this area of profiling are Introversion v Extraversion and Emotional Sensitivity v Emotional Distance.

Introversion v Extraversion

Introversion refers to being reserved and formal, choosing to maintain only a few close relati­on­ships.

Extraversion is defined as the tendency to be outgoing and lively, seeking to develop many friendly contacts.

A high score on extraversion tells recruiters that the candidate is not shy!  They will be comfortable in large social gatherings and happy to initiate conver­sations with strangers. Giving presen­ta­tions or speeches will be second nature, and they will thrive in lively and interactive groups.

Suitable roles for an applicant who scores highly on extraversion would be sales positions, event organisers, and any role that pitches to buyers or where regular presen­ta­tions and speeches are required.

The potential weaknesses of an extravert would be difficulty in working without social contact, and poor listening skills.

A candidate who scores highly on introversion will be more comfortable working on their own or in smaller groups where they don’t need to shout to be heard. They will be happy to get the job done with as little conflict or involvement in group decisions as possible.

Suitable roles for introverted candidates would be admi­nis­tra­tion, accountancy, data processing and any role that can be completed in a quiet environment.

Emotional Sensitivity v Emotional Distance

Emotional Sensitivity refers to the tendency to react to stress, take things to heart and readily express emotions.

Emotional Distance is defined as the tendency to stay calm and composed even when faced with stressful or unsettling situations.

Candidates who score highly on emotional distance remain calm under pressure and are generally unaffected by criticism. They can put some emotional distance between themselves and stressful situations, and make decisions on behalf of a team when difficult situations arise.

Suitable roles for those who score highly on emotional distance would be where it is important to not let the heart rule the head when making crucial, sometimes life or death, decisions. This might include veteri­narians, doctors, police officers, military, buyers and operations. A potential problem might be the tendency to appear indifferent, which is common in people who don’t show emotions.

A high emotional sensitivity score can often mean a candidate might have a difficult time handling very demanding situations or harsh criticism. They are less likely to keep a cool mind when making crucial decisions. They would be more suited to roles that take instruction and where there is no incentive to question leadership decisions.

Look out for the next article

Our third article in this series will be published next Wednesday 25th  August when we will be examining more factors in the personality profiling model.

In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedInTwitter & Facebook, or visit our website www.­monarc­hper­sonnel.­com.

Posted in Help & advice and tagged #PersonalityProfiling #Introvert #Extrovert on