Why the Myers-Briggs Type Indicator and Personality Tests Are the Key to Hiring the Right People

In the high-stakes game of business, picking the right team player is like choosing the best avocado at the supermarket: it’s not just about the surface, but what’s inside! A wrong pick might not ruin your guacamole, but it could spice up your workplace in ways you didn’t ask for. Beyond the glitz of resumes and diplomas, there’s the age-old question: “Will they laugh at our coffee machine jokes or just hog the machine?” Enter stage right, the Myers-Briggs Type Indicator (MBTI) and its band of personality quizzes. “MB-what?” you ask. And “How can a test tell me if someone’s right for karaoke Fridays?” Well, gather ’round, and let’s spill the beans.

 

What is Myers-Briggs Type Indicator?

The Myers-Briggs Type Indicator is one of the most popular and widely used personality assessment tools. Developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers in the early 20th century, MBTI is designed to measure psychological preferences in how people perceive the world and make decisions. The test divides individuals into 16 distinct personality types based on four dichotomies: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving.

If you’re on a quest to uncover the intricacies of your personality, I highly recommend diving into https://www.16personalities.com/. As an ENFJ myself, I found it insightful and enlightening

 

 

How Can MBTI and Personality Tests Aid in Hiring?

 

Understanding Strengths and Weaknesses

Employers can tap into potential strengths and navigate weaknesses by deciphering an applicant’s personality type. For instance, an ENFJ-A (Extraversion, Intuition, Feeling, Judging – Assertive) may shine in roles requiring empathy and leadership but could seek harmony and positive environments to truly flourish.

 

Team Compatibility

Knowing the personality types of existing team members can help employers predict how a new hire might fit in. Complementary personality types can foster synergy, while clashing types require more management.

For instance, if a team is predominantly made up of ISTJs (Introversion, Sensing, Thinking, Judging) who value structure and rely on past experiences, introducing an ENFJ-A (Extraversion, Intuition, Feeling, Judging – Assertive) might bring a fresh, people-centric perspective to the team. This combination could lead to a harmonious blend of analytical and empathetic approaches.

On the other hand, if the team has a heavy presence of personalities that tend to be more individualistic and less structured, the ENFJ-A might face challenges in rallying the group or ensuring collaboration. In such cases, the management might need to introduce processes or interventions to ensure smooth team dynamics.

 

Cultural Fit

A company’s culture is shaped by the collective personalities of its employees. Companies can use the MBTI to ensure that new hires align with their core values and mission.

For example, let’s consider a startup that values innovation, open communication, and quick adaptability. Their team consists of ENTPs (Extraversion, Intuition, Thinking, Perceiving) and ENFPs (Extraversion, Intuition, Feeling, Perceiving), both known for their creativity, enthusiasm, and ability to think outside the box. If the company wants to maintain this dynamic, using the MBTI can help them identify candidates with similar traits. By hiring an ENFJ, the company adds someone who is innovative and communicative and has the assertive leadership qualities to guide these free thinkers towards the company’s mission.

In contrast, adding an ISTJ (Introversion, Sensing, Thinking, Judging), who might be more routine-driven and detail-oriented, could either complement the team by adding structure or, without proper integration, could feel out of sync with the prevailing company culture.

 

Role Suitability

Certain roles might benefit from specific personality traits. For example, a sales position might be best suited for someone with an extroverted nature, while a research role might be perfect for an introverted, detail-oriented individual.

For instance, imagine a tech company launching a groundbreaking product and seeking a product evangelist to promote it at industry events passionately. An ESFP (Extraversion, Sensing, Feeling, Perceiving) with their outgoing, enthusiastic nature and ability to connect with diverse audiences might be a stellar fit for this role.

On the flip side, the same company is also looking for someone to analyze user data to refine the product meticulously. With their systematic, detail-oriented approach, an ISTJ (Introversion, Sensing, Thinking, Judging) would likely excel in this research-heavy, behind-the-scenes role.

 

Reducing Turnover

Hiring the right fit ensures productivity and reduces turnover. A misfit can lead to dissatisfaction, affecting the morale and productivity of the entire team.

For instance, let’s take a close-knit team at a boutique design firm that thrives on collaboration, brainstorming sessions, and mutual feedback. Most team members are ENFPs (Extraversion, Intuition, Feeling, Perceiving), known for their free-spirited creativity and team-oriented approach. The firm hires a new designer based solely on their impressive portfolio without considering personality fit. This new hire happens to be an ISTP (Introversion, Sensing, Thinking, Perceiving) who prefers autonomy, deep focus, and limited feedback sessions.

Over time, the new designer feels overwhelmed by the constant team interactions, and the existing team members feel frustrated by the new hire’s perceived aloofness. The mismatch could lead to the new designer feeling out of place and potentially exiting the firm prematurely, causing the company the costs of another hiring process and the ripple effect on team morale. Had the firm considered a personality fit, they might have looked for a candidate who thrives in collaborative environments or adjusted the role to suit the ISTP’s working style.

 

 

The Bigger Picture: The Role of Personality in the Modern Workplace

While tools like MBTI are incredibly valuable, it’s essential to remember that they are just one piece of the puzzle. No test can capture the entirety of a person’s capabilities, potential, or adaptability. However, with interviews, references, and skills assessments, personality tests can offer a more holistic view of a candidate.

Furthermore, understanding and valuing personality differences is crucial as remote work and diverse teams become the norm. These tests can be a stepping stone to fostering understanding and collaboration among various groups, ensuring that everyone plays to their strengths.

 

Final Thoughts

 

In the age of digital transformation and rapid business evolution, hiring the right people remains a constant need. Tools like MBTI and other personality assessments provide an additional lens to look through, helping businesses make informed and strategic hiring decisions. By understanding and appreciating the nuances of human personality, companies can build robust, harmonious, and efficient teams ready to take on the challenges of tomorrow.