Psychometric tools can only go so far

It is unethical to use MBTI to assess a potential candidate’s ability for the job, says Sue Olivier, director of talent and development of Ogilvy & Mather Singapore.

As psychometric tools only equip people with a clear sense of their natural preferences, Olivier said it is unethical to use them as a guide for career placement within the company or for evaluating an individual's ability and competence in performing a certain role as people can and do flex beyond their ‘typical’ preferences.

However employers can use such tools to look for certain behaviours or qualities in the candidate that indicate they might be a good fit for the role. Olivier says, “For example, when filling a finance position, one might probe a candidate’s preference for details, organisational skills, a liking for practical facts and figures.”

One of the most popular personality tests in the world is the Myers-Briggs Type Indicator (MBTI). Eighty-nine companies out of the Fortune 100 use it for major programmes like hiring or training sessions to help employees “understand” themselves or their colleagues. MBTI can also be used to give an indication of what jobs their type would likely be attracted to.

With three MBTI certified practitioners in the agency Ogilvy & Mather, the agency uses MBTI to facilitate self-awareness and understanding during team building sessions. “Most big programmes kick off with a self-awareness component which often includes Myers-Briggs Type Indicator,” Olivier says. She adds that it is a good mechanism to expose the team dynamic as well as create a mutual understanding and bonding experience.

Oliver recommends that other organisations use MBTI, because when used ethically, it can facilitate better understanding and tolerance of differences between team members leading to better co-operation.