Knowing your candidate's personality type is like making a friend out of an applicant. Figuring out a style of communication that works, the carrot, the stick, their work ethic, etc. But remember, you can't predict their entire journey. So, the goal is not to predict, but just to put things into perspective.
Personality and behavioral assessments help you go beyond the resume and evaluate who candidates are as people —including their behavioral traits, work approach, and communication style.
Why are personality assessments important?
Recruiters don't want their candidates to end up a square peg in a round hole. With personality assessments, they can avoid potential workplace mismatches. In fact, an SHRM survey found 32% of recruiters use personality and behavioral assessments when filing high-level roles.
When used the right way, recruiters can understand candidate qualities like:
- Adaptability
- Leadership potential
- Decision-making style
- Compatibility with the team and company
This helps ensure valuable hires and higher retention rates, especially with hard-to-fill roles and dynamic teams.
A closer look at MBTI: The 16 personality types
The Myers-Briggs Type Indicator (MBTI) is a personality framework that aims to help people better understand themselves and others. It uses a self-reported questionnaire to measure preferences in how they think, make decisions, interact, and perceive the world.
There are four key preference dichotomies:
- Extroversion (E) vs. Introversion (I)
- Sensing (S) vs. Intuition (N)
- Thinking (T) vs. Feeling (F)
- Judging (J) vs. Perceiving (P)
Together, these preferences combine into 16 personality types, each with its unique merits.
The Analysts
The Analysts are driven by Intuition (N) and Thinking (T). They are adept at solving complex problems, forward-thinking, and guided by logic. They thrive in environments where they can ideate, experiment, and improve systems. Analysts prefer rewards and innovative workplaces over routine and micromanagement.
The Diplomats
Diplomats are NF types who prioritize Intuition (N) and Feeling (F). They are driven by vision, core values, and a deep desire to help others. They excel in a professional setting where their work inspires change and prefers purpose above profit.
The Sentinels
The Sentinels are driven by Sensing (S) and Judging (J). They value structure, consistency, trust, and being ethical. They thrive in well-structured environments with clear expectations.
The Explorers
The Explorers are SP types driven by Sensing (S) and Perceiving (P). They are bold, adaptable, and action-oriented personalities. Explorers thrive in fast-paced, ever-changing environments and bring real-time solutions to the table.
Note: An overlap of personality is possible because MBTI measures preference, not traits. All the 16 personality types have their own unique advantages and significance. By integrating tools like MBTI into the recruitment process, you can discover valuable insights.
Assess to listen, not to judge
Employees are at their best when their personality, values, and interests align with their job. Personalize your interview questions based on the candidate's personality and analyze their answers to better understand their motivations and interests within the workplace. This will help you ensure high retention, team adaptability, and culture fit.
Coming up in part 3: How recruiters can use MBTI effectively, best practices, pitfalls to avoid, and a bonus cheat sheet with personalized questions for each personality type.
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