- Talent Management
The candidate personality test has been a longstanding part of the recruitment process at many companies. In fact, according to Forbes 89 of top Fortune 100 companies admit they use personality tests during the hiring process.
One of the most popular and most commonly used of these tests is the Meyer-Briggs Type Indicator (MBTI). The goal of this test is to look at opposing characteristics of a person in order to come to one conclusion about what type of personality that person has. There are a total of 16 different personality classifications and the criteria centers around determining if a person is introverted or extroverted and whether that person prefers sensing or intuitive, thinking or feeling, and judging or perceiving.
Despite the fact that personality assessments are commonplace, particularly at large companies where there has to be a pretty intensive screening process in place before a candidate can even get close to an actual interview, many professionals are beginning to dismiss these types of tests, citing their lack of scientific validity.
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Even the company responsible for the publishing of the Meyer-Briggs Test, CPP, Inc. has voiced their own concerns about the use of their product as part of the hiring process.
The company released the following statement via an infographic they created:
“It is unethical to use the MBTI tool for hiring. Completing the assessment must be voluntary (not required of applicants) and the results are confidential and belong to the respondent. Furthermore, people of many different types excel at the same job for different reasons. Individuals should not be pigeonholed based on their personality preferences.”
The company has gone on to point out that while the MBTI test may be useful to look at personality traits that could make a person a good fit within a work environment because of their own preferences, it’s not something to be used as an indicator of how successful and individual will be in a certain position.
If you’re using the MBTI or any personal assessment as part of your recruiting strategy, consider the following tips:
Does your company utilize the MBTI or any other type of personality assessment in the hiring process?