Welcome again! Earlier, we looked at how personality assessments are evaluation tools that help look at candidates beyond resumes. Let's look at how to use the Myers Briggs Type Indicator to get valuable hires and high retention rates.

Recruiters: Use MBTI the right way

89% of Fortune 100 companies use MBTI. MBTI can provide invaluable insights into candidates behavioral traits, work approach, and communication style. Here is how you can use the test to hire better.

Get certified in MBTI

Train yourself and your team to evaluate the 16 personality types. Get an official MBTI certification or join training workshops to understand the foundational psychology behind the assessment. It is imperative to understand the MBTI types to interpret the results correctly.

Deepen candidate understanding

There are no right or wrong answers in personality assessments. As you assess candidates by their skills, previous work experience, and preferences, personality assessments can complement their working potential. Use MBTI to understand the candidates, not their merit.

Combine preferences with skills and experience

Use MBTI as a magnifying glass to take a closer look at your candidate preferences and assess their working style. Combine them with your skill assessments to gain deeper insights and a comprehensive view of your candidate.

MBTI = Preference; Skills = Performance.

For example: An introverted person can be good at sales, which could have been evident from their previous job or from their skill assessments.

Personalize interview questions

Eliminate the one-size-fits-all type of interview questions. Strategize your interview questions with MBTI to acquire deeper insights from candidates.

• Where do candidates get their energy? (Extrovert vs. Introvert)
• How does a candidate take in information? (Sensing vs. Intuition)
• How does a candidate make a decision? (Thinking vs. Feeling)
• How do candidates prefer to structure their lives? (Judging vs. Perceiving)

If you customize your assessment forms, or automate these mass personalized questionnaire, your employee retention rate and candidate-job suitability will increase.

Nurture team cohesion post-hiring

Personalize your candidate's onboarding experience with MBTI after sending the offer letter. With a positive first impression, new employees will feel welcomed and valued from the start.
Build team productivity and leadership development, and ease conflict resolution from the very first step.

Potential downfalls

Some lack scientific evidence

There are more than 2,000 personality assessments available in the market. Most of them have not undergone rigorous scientific evaluation or reliability testing.

Solution: Do a comprehensive search and choose the right assessment based on the requirements.

Personality assessments are self-reported

Candidates answer with how they see themselves and who they think they are.

For example, they might strongly agree with the statement, “I am a leader,” even if they have never held a leadership position because they believe they could lead if given the chance.

Solution: Balance self-belief with behavioral insights. Compare it with personality assessments to find the candidate's self-awareness. Structure your interview with situational judgment tests.

Candidates may fake results

Some candidates may skew the assessment to get desirable types they believe are "favored" by recruiters and the organization. This leads to a wrong assumption of personality and inaccurate data, leading to a homogeneous talent pool.

Solution: It is not good practice to rely solely on personality assessment. Observe and listen consciously for rehearsed or textbook answers.

Beware of unintentional biases

Personality assessments may sometimes lead to unconscious biases. You might assume an introvert can’t lead, or that a perceiver can’t meet deadlines. You may miss great candidates with rigid type expectations.

Solution: Never stereotype based on a personality type. MBTI measures preferences, not performance—a key mantra every recruiter should remember. Challenge your confirmation bias.

FAQs for recruiters

Q: Should I ask for MBTI results in the job application itself?
A: No, MBTI is better used during the interview or onboarding stage. Including them in job applications can lead to confirmation bias and skewed responses.

Q: What if a candidate’s personality type doesn’t match the team’s culture?
A: Diversity of personality often builds stronger teams. Focus on communication style, skill level, and adaptability over personality type.

Q: Can MBTI predict candidate performance?
A: No. MBTI shows preference, not performance or potential. Always pair it with skill-based and behavioral assessments for a complete, 360-degree view.

Q: Is it legal to use MBTI in hiring?
A: Yes, but use it responsibly. It should never be a gatekeeping tool. Use MBTI to enhance understanding, communication, and team integration.

The bigger picture

Personality assessments can be your north star. When candidate personalities align with their job role, they exceed your expectations. With MBTI, steer your company toward meaningful hires, stronger teams, and a workplace that values individuality.

Remember, people grow, adapt, and surprise you. As William Shakespeare said, "We know what we are, but know not what we may be;" you cannot predict the entire journey of a candidate.

For deeper insights, read Part 1 and Part 2 of our series on behavioral and personality assessments.