We talk with our clients, before they become clients, in depth about the requirements of their company as well as their job descriptions. Part of those discussions usually includes how they should test for specific behaviors that they want to include in the job posting. For example, a customer service position might require a "helping disposition". We need to know such requirements before we can recommend which employment tests might be the best fit.
Often the topic of the Myers-Briggs Type Indicator (MBTI) comes up, as in....
"We already use Myers-Briggs as part of training. Can we just administer that test to our job applicants?"
And the answer is....probably not. At the surface level, the Myers-Briggs Type Indicator can be time intensive to administer to applicants. So you may be forced to either lengthen the time (and cost) dedicated to the assessment part of your hiring process, or you might have to altogether skip testing other important skills or knowledge areas.
Although it can be easy to interpret the MBTI results of a single user, it can be challenging to rank a group of candidates. The MBTI results do not translate well to the aggregate level. In effect, it does not create a "type" that can aptly describe a group of individuals, such as a work team within a company.
Most important, however, is the fact that it may be challenging to link the MBTI results to a job-specific activity. The more closely a selection tool can measure job-related activity, the higher the validity of that tool. And that's what we strive for: To administer highly valid tests that measure specific knowledge, skills or aptitude for each job description, whether that's an Excel knowledge test, a customer service aptitude test, or an attention to detail test.