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What are the benefits of taking a Myers-Briggs or similar personality test before being hired?

Personality tests can identify candidates more likely to excel and stay longer in a role, reducing turnover costs for employers.

These assessments can help uncover strengths and blind spots that may not be evident from a resume or interview alone.

Properly used, personality tests can reduce discrimination based on gender, ethnicity, and other factors in the hiring process.

Tests like Myers-Briggs provide self-awareness that can guide career changes or help individuals re-enter the workforce.

Certain personality types may be better suited for specific job functions, allowing employers to make more informed hiring decisions.

Personality data can inform team-building efforts, pairing complementary skills and communication styles.

However, the Myers-Briggs test in particular has been criticized for lack of scientific validity and the potential for misuse.

Recent studies show only about 1 in 5 Fortune 1,000 companies use the Myers-Briggs in hiring, though more use it for professional development.

Experts advise against relying solely on personality tests, which should be just one data point in a comprehensive hiring process.

Legally, personality assessments must be job-related, non-discriminatory, and administered consistently to avoid fair employment issues.

Newer, validated assessment tools like the California Psychological Inventory are seen as more reliable predictors of job performance.

Personality data is most helpful when interpreted by trained professionals, not used in isolation to make hiring decisions.

Candidates should understand how their results may be used and have the opportunity to discuss the implications.

Transparency around the purpose and methodology of personality testing can help build trust in the hiring process.

Ongoing training for hiring managers is crucial to ensure appropriate, unbiased interpretation and application of personality data.

While personality tests have benefits, over-emphasis can lead to a narrow view of a candidate's full capabilities and potential.

Effective use of personality assessments balances objective data with other holistic evaluation methods in hiring.

Personality tests should complement, not replace, thorough interviews, reference checks, and evaluation of skills and experience.

Candidates should be evaluated on their merits, not pigeonholed based on personality type alone.

Ethical, thoughtful application of personality assessment tools can enhance, but not replace, good hiring practices.

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