Why Extroversion and Introversion is Important in the Workplace
The Extroversion/Introversion spectrum is one of the many ways to describe personality differences. These two personality “types” were first described by psychologist Carl Jung as a way to differentiate how people direct their energy. Extroverts get their energy from being around other people, and tend to be more gregarious, sociable, energetic, assertive, and comfortable in the company of others. Conversely, introverts tend to be deliberate, low-key, quiet, reserved, and are not dependent on a great deal of social interaction in order to function happily. Modern psychology has shifted away from the concept of dividing people into two distinctive groups and more towards the idea of a spectrum in which individuals lean more heavily to one side or the other.
Criteria Corp offers four different personality tests that evaluate extroversion and introversion as one facet of a candidate’s personality. The Criteria Personality Inventory (CPI) measures the Big Five personality traits, one of which is Extroversion, while the Employee Personality Profile (EPP) expands on the Big Five traits to measures extroversion along with eleven other traits: Achievement, Assertiveness, Competitiveness, Conscientiousness, Cooperativeness, Managerial, Motivation, Openness, Patience, Self-Confidence, and Stress Tolerance. These two tests present a general picture of a candidate’s personality and work-related habits.
Extroversion is also specifically linked to job success in sales, a field that involves a significant amount of social interaction. Using extroversion as one of many factors associated with job success, the Sales Achievement Predictor (SalesAP) specifically evaluates how comfortable a candidate might be in a sales position based on his or her personality traits.