By  | June 3, 2021

Lately a common hiring practice has come under scrutiny: personality testing in the interview process. My firm, The Myers-Briggs Company, has long held the position that the Myers-Briggs Type Indicator instrument shouldn’t be used in hiring, but rather for team-building, conflict management, leadership development and other non-selective purposes.

Does this mean we should stop using all personality assessments in hiring? In short, no. Personality assessments can play a helpful, objective role in the hiring process, provided that 1) the proper assessment is used, 2) insights are applied correctly and 3) it’s not the only way you’re determining who to hire.

Done right, personality assessment in hiring can reduce discrimination based on gender, ethnicity and other factors. For instance, while cognitive ability tests have produced an adverse impact on certain demographic groups, personality assessments generally don’t discriminate against members of protected groups. Furthermore, they can help employers identify candidates likely to perform well — and stick around.

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