Meyers Briggs Type Indicator
Discussion
Hi Guys,
Anyone have any experience of the above (or similar)?
Anyone use it to employ?
Anyone been employed from using it?
Long story short, I'm 24 unemployed and hate it. Have applied for many jobs including a couple involving competency/profiling tests. And I haven't passed them (been told my profile doesn't match).
Is it worth me learning the systems so I can skew my answers to fit the profile they want? Is that classed as cheating, or using initiative?
Anyone have any experience of the above (or similar)?
Anyone use it to employ?
Anyone been employed from using it?
Long story short, I'm 24 unemployed and hate it. Have applied for many jobs including a couple involving competency/profiling tests. And I haven't passed them (been told my profile doesn't match).
Is it worth me learning the systems so I can skew my answers to fit the profile they want? Is that classed as cheating, or using initiative?
If an employer is using MBTI to recruit they are mis applying it.
MBTI shows your preferences, not your abilities. And it's all about self awareness anyway, letting you know how if you are an extrovert how others might see this.
I have to spend large chunks of my time operating against my MBTI type, doesn't mean I can't be very effective operating out of my normal type just because I have preferences.
If an employer is only looking for a certain type then you're better off out of there, to be most effective you need a mix of all types.
Oh and 'cheating' at MBTI only screws you over. If you are an introvert, who likes detail, is very logical and hates planning (as your preference), it will take significant amount more energy to always be presenting in front of large crowds, talking about how important people's feelings are to your decisions, all big picture thinking, against clear sequences - you can do it, but day in, doy out - you'll need much more energy to operate out of type all the time if that makes sense
MBTI shows your preferences, not your abilities. And it's all about self awareness anyway, letting you know how if you are an extrovert how others might see this.
I have to spend large chunks of my time operating against my MBTI type, doesn't mean I can't be very effective operating out of my normal type just because I have preferences.
If an employer is only looking for a certain type then you're better off out of there, to be most effective you need a mix of all types.
Oh and 'cheating' at MBTI only screws you over. If you are an introvert, who likes detail, is very logical and hates planning (as your preference), it will take significant amount more energy to always be presenting in front of large crowds, talking about how important people's feelings are to your decisions, all big picture thinking, against clear sequences - you can do it, but day in, doy out - you'll need much more energy to operate out of type all the time if that makes sense
Edited by MrP80 on Friday 21st October 16:49
yes i have experience of it, been tested many times, the same result every time. for a company to make a decision on JUST the MB test, is what the above poster has stated, they are idiots and you are best out of there. its a tool to be used in conjunction with the rest of the armory that HR (who are nearly all w
kers by the way) have at their disposal.
never try and cheat at them, it is VERY difficult to cheat properly. answer as truthfully as you can. never try and fill them as to how you think they should be filled in for that role. this means your personality traits come across very powerfully indeed. Lost out on the job of a lifetime doing that
kers by the way) have at their disposal. never try and cheat at them, it is VERY difficult to cheat properly. answer as truthfully as you can. never try and fill them as to how you think they should be filled in for that role. this means your personality traits come across very powerfully indeed. Lost out on the job of a lifetime doing that
Dudd said:
Hi Guys,
Anyone have any experience of the above (or similar)?
Anyone use it to employ?
Anyone been employed from using it?
Long story short, I'm 24 unemployed and hate it. Have applied for many jobs including a couple involving competency/profiling tests. And I haven't passed them (been told my profile doesn't match).
Is it worth me learning the systems so I can skew my answers to fit the profile they want? Is that classed as cheating, or using initiative?
Assuming it's being used appropriately, I wouldn't recommend lying or gaming. This sort of test is designed to show your literal suitability for a particular role - as in, whether you would you even remotely enjoy this kind of job. You can try to game it, but for what? You'd just end up with a job that you hate.Anyone have any experience of the above (or similar)?
Anyone use it to employ?
Anyone been employed from using it?
Long story short, I'm 24 unemployed and hate it. Have applied for many jobs including a couple involving competency/profiling tests. And I haven't passed them (been told my profile doesn't match).
Is it worth me learning the systems so I can skew my answers to fit the profile they want? Is that classed as cheating, or using initiative?
I am sure that an expect could make a good guess as to which result you'd get anyway. (Who knows how many experts you'd actually meet, of course - I'm sure companies just all hand out the same test
) I took a quick online version of this very survey *mumble* years ago, along with a number of my friends; we got a variety of results and seemed to respond to it in a number of different ways, all probably telling to those skilled in the art. Based on your post it sounds like the game-ability of the survey has occurred to you, for example, but at least part of the reason that you haven't just gone and done is that you haven't instantly figured out how to...Thanks for all the responses.
I think you are right in respect to the tests, they are used as part of an overall indicator.
I've done a test a friend gave me and I answered it honestly and was impressed with the results. They pretty much sum me up. (ENTP if interested). I wasn't really sure what the tests were about.
How much do employers regard them? is it a last step to get a final candidate or is it one of the first cut-offs?
I think you are right in respect to the tests, they are used as part of an overall indicator.
I've done a test a friend gave me and I answered it honestly and was impressed with the results. They pretty much sum me up. (ENTP if interested). I wasn't really sure what the tests were about.
How much do employers regard them? is it a last step to get a final candidate or is it one of the first cut-offs?
It's not used in isolation, and from my experience it tends to be used in the latter stages of the process - often (but not always) you're assessed on "can you do the job" then on "will you fit our company".
As a test it's been around for quite a few years, there are several other similar kinds of tests. I have noticed some more newer styles and types of assessments coming through recently.
As a test it's been around for quite a few years, there are several other similar kinds of tests. I have noticed some more newer styles and types of assessments coming through recently.
Myers Briggs is based on the theories of Carl Jung and I doubt he had anything to do with a dating agency.
There's some evidence that senior executives of a particular type are more effective at making decisions, I can't remember which though (ENTJ maybe? but that's a guess). The test is actually very insightful but, as is typical of so many HR frameworks, tends to be used to pigeonhole people. Human interactions are so complicated that frameworks should just be used as an aid to understand how they work rather than to make hard and fast choices.
There's also evidence that teams with diverse types are more effective than single type teams (who all want to do the same thing) so I suspect, in your case, its being misapplied.
There's some evidence that senior executives of a particular type are more effective at making decisions, I can't remember which though (ENTJ maybe? but that's a guess). The test is actually very insightful but, as is typical of so many HR frameworks, tends to be used to pigeonhole people. Human interactions are so complicated that frameworks should just be used as an aid to understand how they work rather than to make hard and fast choices.
There's also evidence that teams with diverse types are more effective than single type teams (who all want to do the same thing) so I suspect, in your case, its being misapplied.
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