Sociableness: What You See is Not Necessarily What You Get
I spend a lot of time with people. I make speeches to large groups… hundreds of people at a time. I teach executive management classes several times a month. I am on the faculty at Texas A&M and teach two or three graduate courses each semester.
I made the first sale of the Affintus software and have continued to sell as we grow. Networking meetings are where I get to meet new people from all kinds of businesses. I can make conversation with just about anyone and enjoy getting together to socialize with friends.
At Affintus I talk to people I do not know all the time – clients, potential users, and partners. In person, on the phone, in webinars, and on Skype.
Most people recognize how extroverted I am.
Except I am not… in fact, I am very reserved. Here is how Affintus reports my sociableness
and it is spot on.
So what you see is not what you get with me. I learned how to deliver a pretty good speech by studying, being videotaped, and getting critiqued by communication coaches. That and I practice a lot. I spend a lot of time especially practicing the first sentence I will say and the last. I do everything I can to make sure that I have thought out every detail.
It takes energy for me to be in the “outgoing” mode. It is not very difficult now that I have practiced being out going. At the same time I need quiet time after a class or a speech to gather up my energy again.
Many managers and recruiters believe that people have to be outgoing in order to be good employees. If a candidate is quiet or reserved, he may well be eliminated from consideration even though he could be a natural fit for a job!
The big challenge for hiring managers is how to figure out which candidate is the best hire. The reason it is hard? The most important predictors of future job success can’t be seen in the hiring process – they are non-observable.
My reserved nature is a good example – no one guesses that is my natural preference when they meet me. My introversion doesn’t show when I am working, but it is who I am. I really like to do research and quietly process information, yet I am interactive and outgoing when that is needed.
Are you curious about how you can tell which candidates in your applicant pool will be future top performers? Or would you like to see a description of your own preferences and strengths?
Just fill out the form below or email me: firstname.lastname@example.org. I’ll send you a link to the Affintus Questionnaire and after you complete it, I’ll send your Affintus Preference Report!
Deborah L. Kerr Ph.D.