In case of the introverted candidates, try identify their personality and skills based on various tests, like aptitude test, personality test, giving them practical tasks based on the role they are applying for.

Introverted candidates often exhibit a calm and composed demeanor, making them approachable and easier to engage with during interviews. To assess their fit for the opportunity, I focus on understanding their interests, career aspirations, and expertise in their chosen field. I prefer asking open-ended questions that encourage them to express themselves while providing ample time to formulate their responses, ensuring a comfortable and productive conversation. - Chashma

The problem I see is, we need to design recruitment processes that allow everyone the opportunity to demonstrate their skills, experience and attributes. The 'traditional' desktop high pressure 'putting someone on the spot' environment is outdated.

When interviewing introverted candidates, it's essential to craft questions that cater to their communication style, which often involves reflecting, thinking, and responding thoughtfully. *Reflective questions*: Introverts often value reflection and introspection. Ask questions that encourage them to think critically about their experiences and thoughts. Example: "What did you learn from a recent project or experience, and how has it influenced your approach to your work?" By crafting questions that cater to introverted candidates' communication style, you can create a more comfortable and inclusive interview environment that allows them to showcase their skills and experiences.

As with all my interviews, but especially introverts, I engage in pre-interview conversations that put candidates at ease. I also acknowledge that they are welcome to be their authentic self before launching into interview questions. I found this approach has allowed them to open up and share their successes comfortably.

When interviewing introverted candidates, I focus on open-ended, reflective questions that allow thoughtful responses. I provide context for each question, avoid rushing, and create a comfortable environment to help them express their strengths and ideas

When interviewing introverted candidates, craft questions that allow for thoughtful, detailed responses rather than quick, spontaneous answers. Use open-ended questions that encourage reflection, such as, "Can you describe a time when you solved a problem independently?" or "How do you approach new challenges?" Create a comfortable, non-pressured environment, and give them time to process and respond, allowing space for their insights to unfold.

It is important to read their CV carefully and find areas (might not be work related) that can be openly dis to break the ice and create an atmosphere conducive to a free flowing conversation. Not always easy to gauge but adapting your style to help influence a better interview is a great technique.

Introvert Candidates can also be right matches. To make them speak more about themselves, always make some quick jokes to make them comfortable and easy to talk. Ask them some remarkable achievements apart from their professional curriculum. Personal achievements eventually derive various connecting questions to know their caliber basis your job descriptions. Always give them enough of time to understand the question and frame the answer. It shows patience and empathy towards the nervousness which they are going through.

Create a Comfortable Atmosphere: Start with small talk to ease the candidate into the conversation. This helps build rapport and reduces anxiety. Gradual Progression: Begin with simple, open-ended questions and gradually move to more detailed ones. This allows the candidate to warm up and feel more at ease. Positive Reinforcement: Compliment the candidate on their responses to encourage them and build their confidence. Adapt Your Tactics: Adjust your interview style to suit their communication preferences. Be Empathetic and Patient: Understand that introverted candidates may need more time to express themselves fully. By implementing these strategies, you can create a more inclusive and effective interview process.