Personality Test: Good, Bad or Indifferent?

A newly released article in the BASSE CONSOMMATION looked at the efficiency of psychometric assessments as a tool for how to recruit employees and fitting people to specific roles in an business. I will not pamper the article for you, but the synopsis of it is; can a personality test that is designed to fit everyone into 1 of 18 possible “boxes” be an accurate, or even effective tool to gage a person’s ability to achieve a given position? mbti test

The short, and apparent answer to this is, well no. Yet , after a deeper look into the subject of individual capital and recruiting it becomes apparent that psychometric assessments, and the Myers-Briggs Type Indicator (MBTI) in particular, are being used by a broad assortment of companies across America and the world (89 of the of the top lot of money 100 companies use MBTI) in some degree to determine their talent. The MBTI has been converted into 24 languages, and as the BBC article states they have even recently been modified to serve federal government and military purposes around the world. If it is true than it must include some merit, right? Very well it can, the MBTI is a “fantastic vehicle for folks to take into account themselves and how others are different” says Rachel Robinson of the consultancy firm YSC (Personality Test: Will they identify the real you? LABELLISÉ BASSE CONSOMMATION news), but it is merely that, a tool made for visitors to understand their own drivers, motivators and decision making mantras, and also to help them see how their colleagues’ drivers, motivators and decisions making mantras fluctuate from their own. Pertaining to those individuals who are unfamiliar, and have never acquired to take the MBTI here is how it works:

Your “box” is made of a four letter code, which is your personality code in essence. To your first letter you can be classified as either an extrovert (E) or an introvert (I). To your second letter you can be whether sensing person (S) or an instinctive person (N). For your third you can be a thinker (T) or a feeler (F), and last but not least for your last letter you will be either a judging type (J) or a perceiving type (P). If this does not sound like a very accurate way to determine an individual’s proficiency in a job role to you, you’re not alone. Myers-Briggs is the first in line to admit that the MBTI should not be used for identifying talent and putting applicants in job roles, because was not the design. However Myers-Briggs, along with any HR supervisor or human capital expert will tell you there is a need for a tool that can accurately analyze make prospective customers in job role that fits, and the demand for such a tool is growing rapidly.

With the global economy slowing down and profit margins getting smaller they have never been more important for large companies and small businesses as well to cut out the risk and consequences of a bad hire. Pertaining to this fantasy to become reality companies desire a tool that identifies and actions not just a model’s “core personality” (the way they think and operate) but also the characteristics that dictate how a person will respond to stress, criticism, deadlines, power, conflicts, noise, confrontation and check-ups (to list a few). This is a must since its products the charm traits that describe how a person will work in a given job role, if these attributes can be uncovered before to hiring someone then this provides incredible perception into whether a probable hire will be a good fit in a company’s culture, whether they will be successful in their role or not, also to what extent.

This kind of isn’t a startling thought; even the most successful businesses have struggled with putting top ranking new recruits into good job roles that fit with their skills set for decades. Now though, the stakes are higher than ever, profit margins are tighter than in the past and there is unrelenting pressure for managers to maintain or exceed past results with far fewer resources. This kind of problem is amplified when you consider some sectors are losing top entertainers and experienced employees to other sectors or even to rivals due mainly to their reluctance to promote personnel who are successful in their current roles but who also want chance to expand and increase their tasks as well as their duty bracket. This is an unnecessary cost to a company, and the one that many can’t afford when the estimated expense of changing a 30k salary is upwards of $41, 000(ADP study). Not only that, but ineffective human-capital management undoubtedly has an immediate impact on a provider’s bottom line. Over forty percent of CEO, CFO and HR directors polled in July by the Economist Intelligence Unit (EIU), say that their organizations failed to meet key financial targets because of unproductive human-capital management (TEH SHI NING, BusinessTimes). To reduce this cumbersome cost and make the almost all of your labor force it is imperative that you hold onto expertise in order to find ways that work for them to work that you should make money. Presently there exist a variety of consulting companies and man capital analysts that will help your business get the most out of its people, many are expensive, some not so much, nevertheless the quality can be inadequate and if they avoid get the results that you need then they are just another unneeded cost. I suggest a product called the Predictive Index(R) (PI(R)). Predictive Index is a self-report measurement of normal, adult, work-related personality, which has been authenticated exclusively for use within occupational and organizational foule. The PI takes five to ten minutes to complete and renders a lot of useful, informative and in depth information about a company’s people and culture. The Predictive Index is the ultimate tool for all man capital management purposes, such as personnel selection, full-time on-boarding, leadership development, series planning, performance coaching, team building, and organizational culture change (2011 Predictive Index Technical Overview).

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