Yesterday’s post covered how to use the Myers Briggs Type Indicator® assessment for leadership development programs, and today’s post will highlight how you should use this tool for successful recruiting practices.
Here are some things you should do when using Myers Briggs for successful recruiting practices.
Have Prospects Take Test Before Interview Stage
When recruiting new hires for your organization, have them take the Myers Briggs assessment before they’re interviewed; for example, a sales manager should have a personality that will help your organization increase its sales.
Use these results to see whether candidates’ test results coincide with the requirements of the role for which they’re being considered, and evaluate whether their results align with the goals and culture of your organization.
Require Prospects to Take Test Again After Interview Stage
Because research has indicated that as many as 50% of individuals who take the test a second time receive different results, have prospective employees take the Myers Briggs test again once they have passed the interview stage. By having multiple test results for each candidate, you can get a more comprehensive picture of the personality test results and spectrums of personalities.
Compare Test Results to Managers’ Results
After your job candidates take the Myers Briggs test the second time, compare the results of their personality tests with those of their potential teams and managers, as it’s important their personalities be complementary to those of their potential teammates and leaders.
Pair Test Results with Skills Assessments
Provide prospective employees with both skills and technical assessments for a comprehensive outlook of how they will perform on the job. For example, if their personality test results indicate that they’ll excel in data analysis, offer them tests that evaluate their skills in analyzing data. This will ensure candidates are offered a real opportunity to also demonstrate their “hard” skills.
Don’t Rely on Test Results in Isolation
Although Myers Briggs tests should be considered another tool to aid in hiring decisions, they should never be considered in isolation when evaluating job candidates or employees. So, when evaluating a prospective employee, don’t review his or her personality assessment in isolation—consider also how he or she performs on other preemployment assessments and evaluations, as well as his or her credentials, recommendations, and interviews.
If you want your efforts to prove successful when using Myers Briggs in your recruiting practices, follow the tips and best practices highlighted above.