How to attract and assess Mediator (INFP-A / INFP-T) candidates during the hiring process

Looking solely at a candidate’s technical skills isn't enough – you must also consider their traits and behavioral attributes before hiring them. Otherwise, you risk selecting someone who may be highly skilled but doesn’t gel well with your team or company’s culture. 

That’s why it’s essential to include personality tests such as the 16 Types test in your hiring process. This test provides critical insights into the working styles, social preferences, and decision-making approaches of 16 different personality types. 

In this guide, we’ll focus on one of these personalities: INFPs, also known as Mediators.

Below, we dive into their personality traits, strengths, and development areas to help you better understand them. We also share our top tips for attracting and assessing INFPs so you can make informed hiring decisions and help them maximize their potential at work. 

INFP candidates: Personality traits, key strengths, and limitations

INFPs possess four distinct traits that shape their approach to work and interpersonal interactions. They are: 

• Introverted (I): Tend to recharge by spending time alone and often prefer deep, meaningful one-on-one interactions over large social gatherings.

• Intuitive (N): Rely on their inner instincts and perceptions to understand the world, focusing on the bigger picture, patterns, and possibilities rather than concrete facts and details.

• Feeling (F): Prioritize personal values and emotions when making decisions, often guided by empathy and compassion.

• Perceiving (P): Have a perceptive and adaptable personality, preferring to stay open and explore multiple possibilities rather than sticking to strict plans or schedules.

Personality traits 

While INFPs tend to be relatively quiet individuals, they possess a rich inner world filled with imagination – making them excellent creators, innovators, and problem-solvers. 

They’re deeply idealistic, introspective, guided by a strong moral compass. Empathetic and compassionate, they’re sensitive to the emotions of others, are good listeners and communicators, and bring a sense of harmony to work and social settings. 

INFPs are also flexible and adaptable, with a strong desire to learn new skills and explore multiple avenues rather than be bound by norms and routines. Finally, they’re open-minded individuals who value authenticity in themselves and those around them.  

What’s the difference between INFP-A and INFP-T types?

INFPs can be broken into two subtypes based on how they see themselves, how emotionally stable they are, and how they handle difficult situations.

INFP-A (Assertive)

Assertive Mediators are usually self-assured, confident, and less prone to stress and anxiety. They’re able to remain calm and adopt a level-headed approach even in challenging, high-pressure situations. 

Overall, INFP-As tend to stay consistent in their behaviors and approach to decision-making.

INFP-T (Turbulent)

Turbulent Mediators are more likely to be self-critical and hold themselves to a high standard, often creating inner turmoil. However, this also means they can be highly motivated to improve themselves. 

Additionally, these individuals struggle in high-pressure scenarios, frequently experiencing stress and anxiety and responding inconsistently and erratically. 

Key strengths

Expect your INFP candidates to exhibit these strengths:

• Creativity: Excel at thinking outside the box, generating new ideas, and finding innovative solutions to problems.

• Empathy: Understand and connect with the emotions of others, making them a good sounding board and great team players. 

• Idealism: Driven by their values and a sense of purpose and can inspire ideals and ethics in those around them.

• Open-mindedness: Compassionate, approachable, accepting individuals who don’t judge others’ lifestyle choices and decisions.

• Passionate: Highly committed to their work and projects, especially when they align with their values. 

• Flexibility: Open to change and can navigate dynamic environments and shifting priorities.

Key limitations 

Here are some potential limitations to look out for in INFP candidates. 

• Unrealistic: Can look at everything through rose-tinted glasses, often feeling disappointed when something doesn’t match their expectations or ideals.

• Unfocused: Can get caught up in different ideas, making them less focused and dedicated to the tasks at hand.

• Difficulty with structure: Find it challenging to adhere to rigid schedules or highly structured work environments.

• Fear of confrontation: Avoid or struggle with conflicts, often hindering their ability to address disagreements effectively. 

• Self-critical: Might take feedback personally and engage in self-criticism when they can’t live up to their own expectations.

• Vulnerable: Internalize other people’s negative emotions and attitudes, affecting their own happiness and productivity.

What INFP candidates look for in a workplace

Below, we take a look at what INFPs seek in a workplace. Highlight these in your job descriptions so you can attract INFP candidates. 

Meaningful work

INFPs are passionate about their work, especially if it resonates with their ideals. If your candidate’s role doesn’t directly align with their values, offer opportunities to get involved in other activities, such as charity runs or diversity resource groups. 

Opportunities for creation

These candidates will thrive in writing, design, and other roles that let them harness their creative energy and innovative thinking. However, INFPs can succeed in any role if you provide them with dedicated sessions to brainstorm, ideate, and share their ideas – or allow them to work on creative projects of their choice. 

Autonomy 

Let INFPs manage their time and tasks independently. So long as they’re producing high-quality work, meeting deadlines, and collaborating effectively with their teams, INFPs don’t need much oversight – and actually appreciate autonomy. 

Recognition and constructive feedback 

These individuals tend to set high-performance standards for themselves and work hard to achieve them. Ensure you recognize and value their contributions at work. Send them a thank you email, express your gratitude during a meeting, or reward them with extra time off, a bonus, or other monetary and non-monetary incentives. 

On the flip side, when you need to provide guidance to INFPs, do so thoughtfully. Their tendency to be self-critical warrants constructive feedback that focuses on development opportunities rather than negativity. 

Training and growth opportunities 

Mediators are known for their desire to learn new skills and explore different projects at work. This means they’ll excel in any company that invests in their training and development. 

They’re also highly empathetic and compassionate individuals who like establishing harmony and helping others. If you’re not hiring them for a manager or leader role, consider getting them involved in mentorship, giving them a platform to support others. 

Regular support

Finally, ensure you check in on your INFPs at least once a month. For example, INFPs who work from home could self-isolate too much. Consider organizing quarterly virtual team socials to encourage bonding.  

Additionally, some INFPs struggle with confrontation and might need help when facing conflict. Speak to them one-on-one to better understand the situation and how you might support them. Alternatively, ask HR for support or pair the employee with a mentor who can help guide them through conflict resolution. 

How to assess INFP candidates

Fostering the right environment can help bring INFP candidates through the door, but you still need to assess them thoroughly and identify their key strengths and development points before hiring them. Consider an airtight, three-fold approach when assessing INFP candidates. 

Verify their personality type

Although some candidates may have previously taken the 16 Types personality test, you should roll it out as part of your own hiring process so you can interpret the results and use reports to support the candidate in their new role. 

TestGorilla offers the 16 Types assessment (and many other personality tests) that help you better understand your applicants.  

Use a multi-measure testing approach 

You can’t make effective hiring decisions solely based on someone’s personality type. TestGorilla offers hundreds of expert-created tests that let you assess candidates’ technical skills, cognitive abilities, situational judgment, and more. 

Consider putting INFP candidates through the following tests for a holistic view of their suitability for a role:

Job-specific tests

• TestGorilla’s copywriting, design thinking, and other role-specific skills tests help ensure your candidates have the knowledge required to succeed. 

Cognitive ability assessments

• Our Attention to detail tests can determine if INFPs, who typically focus on the bigger picture, can work well on detail-oriented tasks.

• Critical thinking and problem-solving tests can reassure you of your candidates’ abilities to think outside the box and produce innovative solutions to problems.

Situational judgment tests 

• The Time management assessment provides comfort that your INFP candidates can be left to manage their own time and work autonomously. 

• TestGorilla’s Leadership and people management test is a great way to check that your INFP candidates can excel in managing or mentoring people.

Conduct behavioral interviews 

Finally, for a complete picture of your INFP candidates, combine the above online tests with behavioral interviews. 

Behavioral interviews let you evaluate candidates’ behaviors in person or virtually and dig deeper into their experiences by requesting real-life examples and asking follow-up questions.

Attracting and assessing Mediator (INFP) candidates with TestGorilla

Adding personality tests to your hiring and selection process helps you determine candidates’ fit for your role, team, and company culture. TestGorilla’s 16 Types personality assessment provides powerful insights into candidates’ work and social preferences and behaviors. 

INFPs, also known as Mediators, can add tremendous value to your workplace. Meaningful work, autonomy, and growth opportunities can help attract these creative and compassionate team players who can easily adapt to change. 

In addition to personality tests, it’s essential to put your INFP candidates through role-specific skills tests, cognitive ability assessments, and situational judgment tests – like the ones from TestGorilla – to thoroughly assess their suitability for your company before making an offer. 

Create a free account or schedule a live demo to check out TestGorilla’s online assessments today.