Using the Myers-Briggs Type Indicator in Recruitment and Selection16th Jan, 2011
We are often asked to provide the Myers-Briggs Type Indicator (MBTI) for recruitment and selection and our answer is always – definitely not because you could end up in court at an employment tribunal. The Myers-Briggs Type Indicator (MBTI) is what it says on the tin – an indicator – an indicator of preferences. It is an invaluable tool to aid self-understanding and understanding of others in a developmental context but it is not an accurate predictor of success or otherwise in a job. For each Myers-Briggs type there are ‘good day’ and ‘less good day ‘ behaviours. If you use the MBTI for recruitment or selection you don’t know which type of behaviour will show up. As the Myers-Briggs Type Indicator only looks at preferences a candidate can challenge any selection made using it by effectively agreeing that they have preferences, like we all do, but then insisting that it doesn’t mean the other side of each personality dimension is not effectively used as well.
There are a range of psychometric tools that can help add data into the recruitment or selection process and our clients tend to use the Occupational Personality questionnaire from SHL.
If you would like more advice on which personality questionnaire to use in recruitment and selection contact Colin Graves on 07881 636538 or via the web.
If you want to use the Myers-Briggs Type Indicator for development see our website for our wide range of services.