Recruitment Selection Myers Briggs - 1568 Words

The Myers-Briggs Type Indicator ® (MBTI) is a psychometric test used to measure psychological preferences in how a person makes decisions and perceives their surrounding environment. A mother-daughter pair, Katherine Briggs and Isabel Myers developed the test based on the typological theories of Carl Gustav Jung. After more than fifty-years of research and development, the MBTI has become the most widely used and respected personality tool. Eighty-nine companies out of the US Fortune 100 make use of it for recruitment and selection, or to help employees gain a better understanding of themselves and their colleagues (Psychometric Success, 2013). The primary theory behind the MBTI is that each persons personality fits into only one of†¦show more content†¦The primary method for testing reliability is to give the test to a person on two occasions. This procedure is known as â€Å"test-retest reliability. Typically, the test-retest interval can range from several weeks to more than a year. Because type is said to be a constant characteristic, one would expect that a person’s personality would not change over time. According to The Myers-Briggs Foundation, 75%-90% of people are classified into the same three or four types when retested. When a person changes type on the retest, it is usually on one of the dichotomous pairs, and in a pair where the preference clarity was low. Numerous studies of the standard MBTI Form M, have yielded reliability coefficients of 0.90 or greater for its four scales (Schaubhut, 2009). From these results, one can infer the MBTI is a reliable assessment. Validity is the degree to which a test measures what it is intended to measure. Thus the MBTI’s validity is the extent to which the test measures attributes or qualities that people are presumed to possess. Several studies with substantial evidence have shown results that are consistent with Jung’s Theory. The validity of a MBTI score is established by correlating the scores with findings from similar personality assessments. Statistically significant correlations have been found between MBTI scores,Show MoreRelatedPsychological Testing And Employee Selection2092 Words   |  9 PagesPsychological Testing and employee selection According to Bach et al. (2013), the role of human resource departments include selecting, recruiting and training the most competent candidate in order to fill a certain job vacancy. Even though training has been termed to have the greatest effect on the performance of organizations, selection and recruitment remain to be critical. This explains why human resource managers should be committed in ensuring they hire only the best and most competent candidatesRead MoreThe History and Application of Personality Testing in the Workplace1971 Words   |  8 Pagesï » ¿ We’ve all had some experience with personality testing in one way or another. 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Before creating business plans or making decisions, it is important to scanRead MoreThe Recruitment Process Methods2479 Words   |  10 Pagesof most effectively practiced recruitment methods. Several documents that best reflected efficient internal and external recruitment methods, productive interview design structures, useful tests used in the selection process of recruitment and effective induction procedures were compiled. The portfolio of documents will then be analyzed and examined so as to provide an in-depth understanding on the usefulness and importance of such recruitment methods on the recruitment process. Upon analysis and