The MBTI should not be used for employee selection for the following reasons:
- The MBTI identifies people who may like doing a particular kind of work, but not how well they might do that work. The MBTI does not identify the skills or abilities that predict success at any job.
- The questions on the MBTI are transparent--respondents can “come out to be” any type that appears wanted for a job.
- An organization that uses the MBTI for selection risks its credibility with prospective and current employees who are aware that use of the MBTI for selection is inappropriate.
You can accomplish anything you put your mind to, and ultimately it is not one’s innate personality preferences, but rather their ability to fully leverage the strengths and avoid the pitfalls associated with their type that leads to success. Such self-awareness, therefore, should be considered the greater predictor of success. You don’t use the Myers-Briggs to predict how someone will perform – you use it to get the best performance out of the people you’re working with.