Hi,
As I'm doing research, I would like to know about MBTI in detail. I know the theoretical aspects very clearly; I would like to know if someone has used it. How to use it practically? What preparation does one need to do? Are the results effective? I would also like to know about certification for being an evaluator for MBTI. Is there any institute in India that provides this certification? I require your help urgently.
Thanks,
Archna
From India, Delhi
Acknowledge(0)
Amend(0)
115As I'm doing research, I would like to know about MBTI in detail. I know the theoretical aspects very clearly; I would like to know if someone has used it. How to use it practically? What preparation does one need to do? Are the results effective? I would also like to know about certification for being an evaluator for MBTI. Is there any institute in India that provides this certification? I require your help urgently.
Thanks,
Archna
From India, Delhi
Acknowledge(0)Amend(0)
MBTI - Myers-Briggs Type Indicator can be used in the following scenarios (as a recruiter):
1) To assess whether a candidate is suitable for the type of job for which he is being interviewed. A candidate failing to match the type is not a criterion on which his evaluation should be based. It can simply be used as a parameter for measuring or predicting stability and satisfaction that the candidate would experience in the job.
2) To understand what would interest the candidate in the job and what would not. For example, an INTJ would not be suitable for a clerical role or an applications developer role but would likely be happy and satisfied in a technical architect or R&D role.
(Note: I am an IT recruiter, so most of my examples will be related to that field. I apologize if it is not very clear.)
3) To determine how well the person would integrate into the team for which he/she is being considered.
If, for instance, a person applies for a sales job, business development, or marketing, it would be preferable to have the first dimension as 'E', but having 'I' does not disqualify a candidate.
These are a few ways in which I utilize MBTI in hiring.
Regards,
vnd
From United States, San Diego
Acknowledge(0)Amend(0)
1) To assess whether a candidate is suitable for the type of job for which he is being interviewed. A candidate failing to match the type is not a criterion on which his evaluation should be based. It can simply be used as a parameter for measuring or predicting stability and satisfaction that the candidate would experience in the job.
2) To understand what would interest the candidate in the job and what would not. For example, an INTJ would not be suitable for a clerical role or an applications developer role but would likely be happy and satisfied in a technical architect or R&D role.
(Note: I am an IT recruiter, so most of my examples will be related to that field. I apologize if it is not very clear.)
3) To determine how well the person would integrate into the team for which he/she is being considered.
If, for instance, a person applies for a sales job, business development, or marketing, it would be preferable to have the first dimension as 'E', but having 'I' does not disqualify a candidate.
These are a few ways in which I utilize MBTI in hiring.
Regards,
vnd
From United States, San Diego
Acknowledge(0)Amend(0)
Since you mentioned you are clear about the theoretical aspects, I would not touch upon them again. However, when it comes to applying this knowledge, you need to be prepared with your slides designed according to the requirements.
The process you can follow is as follows:
1. Select the quadrant in MBTI where you want the individuals to fit.
2. Guess or find out, if possible, how they communicate in certain situations.
3. Proceed to the neighboring quadrants of the selected one and outline how you anticipate they would communicate and present themselves.
4. Prepare a slide illustrating all the characters and the definitive statements they would make in specific scenarios, which you can develop during the interview.
5. Utilize a scale you are comfortable with to assess the candidates' proximity to your target.
I hope you find this process helpful. Please inform me if there are any HR job opportunities available. I am actively seeking a job. You can reach me at nenevinay@rediffmail.com.
Regards,
VINAY.
From India
Acknowledge(0)Amend(0)
The process you can follow is as follows:
1. Select the quadrant in MBTI where you want the individuals to fit.
2. Guess or find out, if possible, how they communicate in certain situations.
3. Proceed to the neighboring quadrants of the selected one and outline how you anticipate they would communicate and present themselves.
4. Prepare a slide illustrating all the characters and the definitive statements they would make in specific scenarios, which you can develop during the interview.
5. Utilize a scale you are comfortable with to assess the candidates' proximity to your target.
I hope you find this process helpful. Please inform me if there are any HR job opportunities available. I am actively seeking a job. You can reach me at nenevinay@rediffmail.com.
Regards,
VINAY.
From India
Acknowledge(0)Amend(0)
Dear Vinay,
I am not sure of your background because I am not qualified in psychometrics and hence cannot actually confirm or refute what you said. From what I know, using MBTI as a hiring parameter is not recommended. That is why I mentioned that it may be used as a supplement in recommending a candidate but not for rejecting another.
Please don't misunderstand me; I just wanted to reiterate what I know and have realized from my limited experience.
PL&E
vnd
From United States, San Diego
Acknowledge(0)Amend(0)
I am not sure of your background because I am not qualified in psychometrics and hence cannot actually confirm or refute what you said. From what I know, using MBTI as a hiring parameter is not recommended. That is why I mentioned that it may be used as a supplement in recommending a candidate but not for rejecting another.
Please don't misunderstand me; I just wanted to reiterate what I know and have realized from my limited experience.
PL&E
vnd
From United States, San Diego
Acknowledge(0)Amend(0)
And yes, Archna, the results of using MBTI while interviewing candidates are pretty effective unless you are interviewing someone like Hannibal Lecter! The reason I say this is because I have personally made wrong hires based on positive traits noted, with the person turning out to be a total unsupportive team player, etc.
The chances of making a good hire stand at around 75-80%. Concurrently, not disqualifying candidates based on MBTI results, even if they turn out to be excellent hires, stands at approximately 70%.
Therefore, I have started feeling that using MBTI should be limited to occupational choices, self-help during a quarter-life crisis, and career counseling, rather than deciding whether or not to hire a person. As the theorists themselves have mentioned in their books, "Do what you are?" This means that if a person applies for a front desk job and happens to be a 100% introvert, it does not automatically disqualify them as a misfit or unhappy to do the job.
I hope this helps. Feel free to ask more questions if you have any.
PL&E
vnd
From United States, San Diego
Acknowledge(0)Amend(0)
The chances of making a good hire stand at around 75-80%. Concurrently, not disqualifying candidates based on MBTI results, even if they turn out to be excellent hires, stands at approximately 70%.
Therefore, I have started feeling that using MBTI should be limited to occupational choices, self-help during a quarter-life crisis, and career counseling, rather than deciding whether or not to hire a person. As the theorists themselves have mentioned in their books, "Do what you are?" This means that if a person applies for a front desk job and happens to be a 100% introvert, it does not automatically disqualify them as a misfit or unhappy to do the job.
I hope this helps. Feel free to ask more questions if you have any.
PL&E
vnd
From United States, San Diego
Acknowledge(0)Amend(0)
Hi VND and Vinay,
Thanks for your inputs. I also agree with VND that using MBTI in recruiting is not used much. But I would like to know more about this topic. VND and Vinay, if you can explain it a little more regarding the practical usage, I would be grateful to both of you.
Hey, is there anybody else who can share their experience and knowledge related to this topic? That would be nice.
Thanks,
Archna
From India, Delhi
Acknowledge(0)Amend(0)
Thanks for your inputs. I also agree with VND that using MBTI in recruiting is not used much. But I would like to know more about this topic. VND and Vinay, if you can explain it a little more regarding the practical usage, I would be grateful to both of you.
Hey, is there anybody else who can share their experience and knowledge related to this topic? That would be nice.
Thanks,
Archna
From India, Delhi
Acknowledge(0)Amend(0)
As far as applying MBTI to recruiting, I don't know much, and that is because I don't have the industry experience. But all that I can say is, unless somebody starts using it as a tool for recruiting, how else do you think the concept would evolve. Just think about applying it. Innovate. After all, that is one of the few better concepts that we have in HR to identify different psychologies of people.
Good Luck,
Regards, VINAY
From India
Acknowledge(0)Amend(0)
Good Luck,
Regards, VINAY
From India
Acknowledge(0)Amend(0)
Hi,
I'm not an HR person. I'm in finance and operations. Reading all the posts on this site, I'm amazed at how technical HR is. I always thought HR was the easiest functional area (no offense meant to all you HR folks 😉).
Best regards,
Vikram
From United States, Auburn
Acknowledge(0)Amend(0)
I'm not an HR person. I'm in finance and operations. Reading all the posts on this site, I'm amazed at how technical HR is. I always thought HR was the easiest functional area (no offense meant to all you HR folks 😉).
Best regards,
Vikram
From United States, Auburn
Acknowledge(0)Amend(0)
Hello Mr. Vinay,
My name is Shweta. I am pursuing my MBA in HR at Wigan and Leigh, a UK Government-funded college in Hyderabad. I recently joined this group.
The information you provided about MBTI was very useful for my college presentation. I hope we will have more interactions in the future on many more topics.
Best Regards,
Shweta
Acknowledge(0)Amend(0)
My name is Shweta. I am pursuing my MBA in HR at Wigan and Leigh, a UK Government-funded college in Hyderabad. I recently joined this group.
The information you provided about MBTI was very useful for my college presentation. I hope we will have more interactions in the future on many more topics.
Best Regards,
Shweta
Acknowledge(0)Amend(0)
Some forum posters have suggested using the MBTI instrument in helping to make recruitment decisions. The Myers Briggs Foundation ethics precludes the use of the MBTI instrument for hiring. The MBTI instrument assesses a person’s preferences, not abilities or competencies. You can check out the Foundation’s ethical guidelines at :
http://myersbriggs.org <link updated to site home>
On assessing a person’s abilities, the guidelines state: “Ethical guidelines are also meant to prevent the abuse of type. Abuse includes using type to assess people’s abilities and using type to pressure people towards certain behaviors.”
Also, the MBTI is a restricted instrument, so using the instrument in a professional capacity without the appropriate accreditation is also unethical.
The Foundation’s website at http://www.myersbriggs.org/ gives some practical guidance on use, although you would need to do the accreditation course to be able to administer it professionally and ethically. To find out who offers accreditation in India, type in “mbti accreditation india” (without the quotes) into a search engine.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Acknowledge(0)Amend(0)
http://myersbriggs.org <link updated to site home>
On assessing a person’s abilities, the guidelines state: “Ethical guidelines are also meant to prevent the abuse of type. Abuse includes using type to assess people’s abilities and using type to pressure people towards certain behaviors.”
Also, the MBTI is a restricted instrument, so using the instrument in a professional capacity without the appropriate accreditation is also unethical.
The Foundation’s website at http://www.myersbriggs.org/ gives some practical guidance on use, although you would need to do the accreditation course to be able to administer it professionally and ethically. To find out who offers accreditation in India, type in “mbti accreditation india” (without the quotes) into a search engine.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Acknowledge(0)Amend(0)
My concern about these kinds of tools is that the workforce is becoming more sophisticated, and many people have had exposure to these tools. Consequently, there is a risk that people will tailor their responses to what they think is advantageous rather than answer honestly.
I think the value of these psychometric tools lies in the self-awareness process or as an adjunct to team building. I would be extremely suspicious of their use in a recruitment process.
Progress Enterprise
<link outdated-removed>
From Australia, Ballarat
Acknowledge(0)Amend(0)
I think the value of these psychometric tools lies in the self-awareness process or as an adjunct to team building. I would be extremely suspicious of their use in a recruitment process.
Progress Enterprise
<link outdated-removed>
From Australia, Ballarat
Acknowledge(0)Amend(0)
Welcome to citeHR! You can start as many discussions as you want here and expect nothing less than the best discussions taking place on this forum. We can interact more as you mentioned. It would be helpful for me if you could forward your presentation on MBTI to my email address nenevinay@rediffmail.com.
Thanks & Regards,
VINAY
From India
Acknowledge(0)Amend(0)
Thanks & Regards,
VINAY
From India
Acknowledge(0)Amend(0)
Hi everyone!
I am very glad to see the importance of MBTI, specifically the importance psychology is gaining in the corporate sector. I am pursuing my PG in I/O Psych, and we administer the MBTI as part of the syllabus. We have not done it yet, but I think after participating in the forum, it will be more interesting to do so.
Cheers!
From India, Mumbai
Acknowledge(0)Amend(0)
I am very glad to see the importance of MBTI, specifically the importance psychology is gaining in the corporate sector. I am pursuing my PG in I/O Psych, and we administer the MBTI as part of the syllabus. We have not done it yet, but I think after participating in the forum, it will be more interesting to do so.
Cheers!
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Archna,
I apologize for not replying earlier; I was away over a long weekend!
The practical usage of MBTI would come into scenarios such as when the HR/Recruitment Manager wants to have a final assessment before deciding whom to make an offer from a set of short-listed candidates. I would reiterate that the usage of MBTI is rare in Indian recruitment. Let's take the example of hiring a salesperson. There are a set of factors that come into play here. In this case, the most important traits of a salesman are:
1) Should be an extrovert (So that he can talk, talk, and talk and sell things) (I am!! Let's see if this means anything to you :) )
2) Intuitive/Sensor? Now, this and the next one are a bit tricky to decide on. Let's clarify,
An intuitive person would prefer to get information from non-conventional sources, meaning that they are not based just on physical senses viz, smell, taste, sight, touch, and hearing, but on, maybe, say, experience. [Maybe, because, some might assume or infer that it is based on things such as ESP, which are not scientifically accepted. And I have used 'experience' as a possibility because experience makes people understand that life is more based on probabilities, and hence always make "wise" decisions, etc.] [I do not mean to offend anyone, and as an INTJ, I think that way (explanations later)]
It purely depends on how a salesman would do the job being an N/S. N's might just look at people and infer that they are easy to sell to. S's might have their own skills.
3) Thinking and Feeling. A person who thinks uses logic to make decisions and not hunches, etc. A person who feels might override the most logical decision for the sake of the "wrong/right feeling" they have.
Maybe the feeling of going to one area to direct sell goods based on an area is on a hunch, and to some other salesman, because it is logic. Such as selling paper near the court near a college. Of course, there would be lots of Xerox shops there, and you could have a great day because they use paper all the time, but in front of a college, unless there is an assignment, who needs paper/pens? :)
4) Now, the last, Judging or Perceiving tells you how a person will act. Whether he/she would act step-by-step, which is the J type. Such as a person who, not necessarily one thing at a time, but step-by-step and not hurrying off everything in one go. A perceiving type person would do the contrary.
If something has to be done, it has to be done the way it has to be done. That's a J speaking! A J salesman might talk to one customer and ask the other three to wait in a queue, but a P salesman might like talking to four customers at the same time and selling different things to different people.
Okay, now you have 16 combinations (you know that). I am an INTJ. I am into recruitment, a job more suitable for an extrovert. Now, am I not good at it? Wrong, I have set records in my previous company, yet I do not speak too much while at the office. How do I balance it? I am more suitable for the job of a scientist, and I feel that is what I do sitting in front of a computer and analyzing people and their mentalities, and how they react to what situation, and what a person would do in what situation, etc. Maybe, I would come out with a book someday.
All the above being very modest. What I meant to say with all that is... if you were to ask me to take a test to decide by my MBTI type and offer me the job of a recruiter, you might be wrong, and at the same time, you might be right. Why do I say that? Because, there are times when I NEED to recharge my introvert batteries, that I just take my bike and hit the roads for trips of at least 1000 kms on and off from work for 4 days or so (hey! this was a long weekend, yes, out of station, but not alone... hence, my batteries are still low, and I might just take another two days off for that purpose).
Okay, so now Archna, do you understand the complexity of how people fit or do not fit in a job? If I work and outperform by working for just 7 hours a day, and I take 4 days off in 2 months, am I a good hire or a bad one?
That's why the MBTI should not be used in making hiring decisions since it does not favor an applicant just because our understanding of human personality is not perfect yet.
Or rather, it is eventually destiny that controls everything!
PL&E
vnd
Please note that I have written whatever I have just to give you an understanding of how just another person might think. We are all the same piece of flesh and bones, yet we think and are very different from each other, and that none of us has the right to judge each other on the way we think because one person's right might be another person's left :) (not wrong, not privilege)
I hope this was of help.
From United States, San Diego
Acknowledge(0)Amend(0)
I apologize for not replying earlier; I was away over a long weekend!
The practical usage of MBTI would come into scenarios such as when the HR/Recruitment Manager wants to have a final assessment before deciding whom to make an offer from a set of short-listed candidates. I would reiterate that the usage of MBTI is rare in Indian recruitment. Let's take the example of hiring a salesperson. There are a set of factors that come into play here. In this case, the most important traits of a salesman are:
1) Should be an extrovert (So that he can talk, talk, and talk and sell things) (I am!! Let's see if this means anything to you :) )
2) Intuitive/Sensor? Now, this and the next one are a bit tricky to decide on. Let's clarify,
An intuitive person would prefer to get information from non-conventional sources, meaning that they are not based just on physical senses viz, smell, taste, sight, touch, and hearing, but on, maybe, say, experience. [Maybe, because, some might assume or infer that it is based on things such as ESP, which are not scientifically accepted. And I have used 'experience' as a possibility because experience makes people understand that life is more based on probabilities, and hence always make "wise" decisions, etc.] [I do not mean to offend anyone, and as an INTJ, I think that way (explanations later)]
It purely depends on how a salesman would do the job being an N/S. N's might just look at people and infer that they are easy to sell to. S's might have their own skills.
3) Thinking and Feeling. A person who thinks uses logic to make decisions and not hunches, etc. A person who feels might override the most logical decision for the sake of the "wrong/right feeling" they have.
Maybe the feeling of going to one area to direct sell goods based on an area is on a hunch, and to some other salesman, because it is logic. Such as selling paper near the court near a college. Of course, there would be lots of Xerox shops there, and you could have a great day because they use paper all the time, but in front of a college, unless there is an assignment, who needs paper/pens? :)
4) Now, the last, Judging or Perceiving tells you how a person will act. Whether he/she would act step-by-step, which is the J type. Such as a person who, not necessarily one thing at a time, but step-by-step and not hurrying off everything in one go. A perceiving type person would do the contrary.
If something has to be done, it has to be done the way it has to be done. That's a J speaking! A J salesman might talk to one customer and ask the other three to wait in a queue, but a P salesman might like talking to four customers at the same time and selling different things to different people.
Okay, now you have 16 combinations (you know that). I am an INTJ. I am into recruitment, a job more suitable for an extrovert. Now, am I not good at it? Wrong, I have set records in my previous company, yet I do not speak too much while at the office. How do I balance it? I am more suitable for the job of a scientist, and I feel that is what I do sitting in front of a computer and analyzing people and their mentalities, and how they react to what situation, and what a person would do in what situation, etc. Maybe, I would come out with a book someday.
All the above being very modest. What I meant to say with all that is... if you were to ask me to take a test to decide by my MBTI type and offer me the job of a recruiter, you might be wrong, and at the same time, you might be right. Why do I say that? Because, there are times when I NEED to recharge my introvert batteries, that I just take my bike and hit the roads for trips of at least 1000 kms on and off from work for 4 days or so (hey! this was a long weekend, yes, out of station, but not alone... hence, my batteries are still low, and I might just take another two days off for that purpose).
Okay, so now Archna, do you understand the complexity of how people fit or do not fit in a job? If I work and outperform by working for just 7 hours a day, and I take 4 days off in 2 months, am I a good hire or a bad one?
That's why the MBTI should not be used in making hiring decisions since it does not favor an applicant just because our understanding of human personality is not perfect yet.
Or rather, it is eventually destiny that controls everything!
PL&E
vnd
Please note that I have written whatever I have just to give you an understanding of how just another person might think. We are all the same piece of flesh and bones, yet we think and are very different from each other, and that none of us has the right to judge each other on the way we think because one person's right might be another person's left :) (not wrong, not privilege)
I hope this was of help.
From United States, San Diego
Acknowledge(0)Amend(0)
Hi Vnd, Numerouno,
Thanks a lot for your response. Even I was on a long weekend for 6 days so could not read your reply. And good to know that you are an INTJ, as I'm also the same and this is the reason I wanted to know the practical usage of MBTI in companies. I'm an introvert myself, generally do not talk much but when I have to conduct MDPs or training programs I speak for 8 hours continuously. I don't think, according to MBTI, I can be a successful trainer or consultant.
I also agree with what "Numerouno" has written, that some people can really take advantage and just respond in the manner as required and not as they truly are. What can be done in that case? Do you think using MBTI in these cases gives accurate results or how effectively it works? Need more examples. :D
Cheers,
Archna
From India, Delhi
Acknowledge(0)Amend(0)
Thanks a lot for your response. Even I was on a long weekend for 6 days so could not read your reply. And good to know that you are an INTJ, as I'm also the same and this is the reason I wanted to know the practical usage of MBTI in companies. I'm an introvert myself, generally do not talk much but when I have to conduct MDPs or training programs I speak for 8 hours continuously. I don't think, according to MBTI, I can be a successful trainer or consultant.
I also agree with what "Numerouno" has written, that some people can really take advantage and just respond in the manner as required and not as they truly are. What can be done in that case? Do you think using MBTI in these cases gives accurate results or how effectively it works? Need more examples. :D
Cheers,
Archna
From India, Delhi
Acknowledge(0)Amend(0)
The mbti is not grounded in theory, has no psychological base and was made up by two people inviting guests around for dinner. Find another test!
From United States, Baltimore
Acknowledge(0)Amend(0)
From United States, Baltimore
Acknowledge(0)Amend(0)
Here are some reasons why you must not and should not use the MBTI for recruitment:
MBTI Test for Recruitment. Using the MBTI for recruitment. Team Building Specialists
From United Kingdom, Manchester
Acknowledge(0)Amend(0)
MBTI Test for Recruitment. Using the MBTI for recruitment. Team Building Specialists
From United Kingdom, Manchester
Acknowledge(0)Amend(0)
Oh, and in response to Baconfoil, you are incorrect. It is based on theory - Carl Jung's. It is not a test (which infers correct or incorrect). It is a personality indicator - it indicates personality, it doesn't test it. Even the word indicator is not absolute - it is a suggestion.
It was not made up at a dinner party. Version 1.0 was created and tested out on a group of Myers and Briggs' friends at a dinner party. It was a prototype questionnaire and needed testing out. It has moved on quite a bit since then with over 60 years of research and development. It is proven to be both a valid and reliable indicator of personality type.
From United Kingdom, Manchester
Acknowledge(0)Amend(0)
It was not made up at a dinner party. Version 1.0 was created and tested out on a group of Myers and Briggs' friends at a dinner party. It was a prototype questionnaire and needed testing out. It has moved on quite a bit since then with over 60 years of research and development. It is proven to be both a valid and reliable indicator of personality type.
From United Kingdom, Manchester
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Psychometric Tools.xls
Psychometric tools Questionnaire.d oc
Psychometric Tools.PDF