MBTI Test: Personality Types and Applications in Recruitment

The Myers-Briggs Type Indicator (MBTI) is one of the most popular personality tests. But can it be used to evaluate employees?

Personality tests play an important role in recruitment, helping to identify the right candidates. As recruiters, competence alone isn’t always enough.

One key aspect of personality tests is determining whether a candidate's values align with the company’s culture. This alignment influences employee retention rates.

Retention can also be improved through employee engagement programs starting from onboarding.

The more engaged employees are with the company, the less likely they are to seek new jobs. Engaged employees are 75% less likely to look for other opportunities.

Moreover, 87% of HR professionals consider retention a top priority for the next five years. This is partly because companies with higher retention rates can increase profits by up to four times.

To achieve this, various personality assessment methods are used, including DISC, 16PF, and thematic apperception tests. However, this article focuses on the relevance of the MBTI in candidate screening.

What is the MBTI Test?

MBTI Test or Myers-Briggs Type Indicator (MBTI) is a widely recognized psychological tool designed to help individuals understand their personality preferences.

It categorizes people into one of 16 unique personality types based on how they perceive the world and make decisions.

These types are determined by a combination of four key dimensions:

Extraversion (E) vs. Introversion (I)
Sensing (S) vs. Intuition (N)
Thinking (T) vs. Feeling (F)
Judging (J) vs. Perceiving (P)

Each individual’s responses to the MBTI questionnaire result in a four-letter code that represents their unique personality type.

For example, someone who is extroverted, intuitive, thinking, and judging would be classified as ENTJ.

What sets the MBTI apart from other personality tests is its focus on self-awareness and growth.

It does not label any personality type as better or worse; instead, it highlights the strengths and potential challenges associated with each type.

This perspective encourages individuals to embrace their authentic selves while learning to appreciate the diversity of others.

Why do Employers Conduct Personality-Based Hiring?

"Hire for attitude, train for skill."

This phrase highlights why personality-based hiring is crucial. In today’s dynamic business environment, skills can quickly become obsolete.

As recruiters, we know that the skills needed today may no longer be relevant in five years.

This is especially true for entry-level roles, where personality often determines success more than technical skills.

Recruiting based on personality, followed by training and development programs, can help identify the right candidates. Key personality traits or soft skills to look for include:

Active communication in English
Problem-solving skills
Presentation skills
Analytical abilities

How does MBTI Work?

The MBTI framework identifies personality preferences through four dichotomies.

These opposing traits describe how individuals interact with the world, process information, and approach decisions.

1. Extraversion (E) vs Introversion (I)

This dichotomy focuses on where individuals draw their energy from:

Extraversion (E): Extraverts thrive in social settings and draw energy from interacting with others. They enjoy group activities and often seek external stimulation.
Introversion (I): Introverts feel recharged by spending time alone or in small, quiet settings. They prefer reflection and deep conversations over casual chatter.

2. Sensing (S) vs Intuition (N)

This pair describes how individuals gather and process information:

Sensing (S): Sensing individuals prefer practical, concrete information. They focus on details and tend to rely on facts and hands-on experiences.
Intuition (N): Intuitive people focus on concepts, patterns, and possibilities. They often rely on imagination and are drawn to abstract ideas.

3. Thinking (T) vs. Feeling (F)

This dimension explains how people make decisions:

Thinking (T): Thinkers value logic and objectivity. They make decisions based on facts and aim for fairness, often prioritizing efficiency over emotions.
Feeling (F): Feelers prioritize empathy and harmony. They consider personal values and the impact on others when making choices.

4. Judging (J) vs. Perceiving (P)

This final dichotomy describes how individuals approach life and organize their environment:

Judging (J): Judging types prefer structure and order. They like to plan ahead and are more comfortable in predictable situations.
Perceiving (P): Perceivers are adaptable and spontaneous. They enjoy flexibility and are often open to new opportunities as they arise.

By answering a series of questions in the MBTI assessment, individuals identify their preferences within these four dichotomies.

The result is a four-letter personality type that provides a snapshot of how they perceive and engage with the world.

Benefits of MBTI Test in Employee Recruitment

Organizations that use MBTI as part of their hiring strategy can gain deeper insights into candidates’ personalities, which can lead to better hiring decisions and long-term success.

1. Understanding Candidates' Personality

One of the main benefits of the MBTI is, it helps employers understand a candidate's personality traits.

While traditional interviews focus on skills and experience, MBTI reveals the underlying psychological preferences that shape a person’s behavior.

Understanding these traits helps employers assess if the candidate’s personality aligns with the job’s demands, leading to more accurate hiring decisions.

2. Job Placement for Candidates

MBTI also plays a significant role in job placement. By identifying a candidate’s personality type, employers can match them with roles that suit their natural preferences.

This personalized approach helps ensure candidates feel comfortable and are more likely to succeed in their roles.

3. Cultural Fit and Reducing Turnover

Another advantage of using MBTI in recruitment is that it aids in determining a candidate’s cultural fit within the organization.

By ensuring a good cultural match, organizations can improve employee satisfaction and engagement, which ultimately reduces employee turnover.

Employees who feel aligned with the company’s values and environment are less likely to leave, saving the organization time and resources spent on recruitment and training.

Limitations of the MBTI Assessment

While the MBTI offers several benefits, it is also important to acknowledge that it has its limitations.

Here are some key drawbacks to consider when using the MBTI in recruitment:

1. Not an Assessment of Ability, Skill, or Experience

The MBTI focuses purely on personality traits. It does not assess a candidate’s abilities, skills, or professional experience.

Therefore, MBTI should be used in conjunction with other evaluation methods, such as skills assessments, work samples, and interviews, to provide a well-rounded picture of the candidate.

2. Multiple Suitable Personality Profiles for Job Roles

Another limitation is that different personality types can succeed in the same role.

For instance, a person with a Judging (J) preference may thrive in a structured role with clear expectations, while someone with a Perceiving (P) preference might excel in a more flexible, dynamic environment.

However, both types could perform well in similar jobs, depending on how they adapt their skills.

Therefore, personality type should be just one factor in the hiring decision, and it is essential to consider the candidate’s experience, qualifications, and other characteristics.

3. Intrusive and Inaccurate Questionnaires

While the MBTI is designed to be a self-reporting tool, its accuracy can be influenced by how honestly candidates answer the questions.

The questionnaire may not always capture an individual’s true personality, especially if candidates are influenced by social pressures or want to appear a certain way.

Additionally, some individuals may not fully understand the meaning behind certain questions or may misinterpret them, leading to inaccurate results.

Should MBTI Be Used for Hiring?

Some companies already use personality tests as part of their recruitment process.

These tests evaluate whether candidates are suited to the role, can collaborate effectively in a team, and fit within the company culture.

Personality tests also provide insights into how a candidate works.

Hiring new employees is a critical decision. The more information you have, the easier it is to make the right choice. Personality tests can offer valuable insights, such as:

A candidate’s work motivation
Thought processes
Preferred communication styles
Habits and personality traits

These insights can serve as additional considerations before making a final hiring decision.

The MBTI can be used depending on a company’s policies. It is designed to objectively assess a candidate’s personality through a fact-based process. When conducted by professionals, the results are more reliable.

By incorporating the MBTI into recruitment, companies can not only address immediate needs but also ensure candidates have the potential to grow and contribute value over the long term.

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