In general, hiring managers tend to write off job candidates who were overly anxious during their interviews. But according to CNN, this might be the wrong decision.

New studies found that neurotic and anxious people outperform expectations in team projects, while outgoing people tend to initially act as leaders before eventually underperforming.

Here are four reasons these studies suggest you should hire nervous candidates:

1. They don’t want to disappoint.

When we think about someone who is anxious, we assume they will not be able perform what is required of them. In reality, anxious candidates are afraid to disappoint their managers, peers, or colleagues. They worry about making mistakes, so they are more adept at risk assessment. Someone who can provide perspective on the consequences of any decision is a good person to have on your team.

2. They are team-oriented.

Not wanting to disappoint makes neurotic candidates team-oriented. They shine in collaborative projects because they are motivated by working with peers. While extroverts first appear to work well in groups, their abilities to collaborate eventually peak and can become destructive to the team. Extroverts strive to stand out in a group; introverts strive to make the group look good.

3. They are more receptive.

When extroverts are put in a group setting, they tend to take a leadership role. While it’s good to have a leader, these people tend to be less receptive to the input of other group members. This can cause conflict within a team. Additionally, the studies showed their contributions weren’t very impressive. Anxious team members, however, are open to the ideas of everyone in the group. They will listen to all input and determine the best solutions.

4. They pay attention to detail.

Along with everything else, neurotic people thrive in roles that require attention to detail. If you are looking to hire for positions involving finance or compliance, these nervous candidates might be a perfect fit.

Keep in mind: the extremes of both traits can be problematic. It’s important to avoid hiring candidates who are extremely neurotic or extroverted because they are difficult to deal with and will be destructive to the workplace.

That being said, think twice next time you decide to rule out nervous candidates. It might surprise you how much they help your team to succeed.

Have you had success in hiring nervous candidates instead of extroverts?