Today, assessing personality has become as common as evaluating technical skills. Beyond qualifications, companies are increasingly prioritizing cultural fit, soft skills, and interpersonal traits to predict a candidate’s success and long-term engagement. This focus on retaining talent has led to the rise of personality tests as a tool for hiring decisions.

Why MBTI Dominates the Recruitment Scene

Among these, the MBTI (Myers-Briggs Type Indicator) stands out as the most popular choice. But while the MBTI is widely used, its scientific credibility raises significant concerns. Does this test truly serve its purpose in recruitment, or is it more of a convenient but flawed shortcut?

Are Personality Tests Scientifically Valid?

The truth is, many of these tests, including the widely-used MBTI, lack scientific validation. While they offer an appealing framework for understanding personality, their reliability (producing consistent results over time) and validity (accurately measuring what they claim to measure) are highly questionable.

Why Do Companies Rely on Personality Tests?

Let’s face it—these tests are easy to implement, they simplify complex human behavior into digestible categories, and they give the illusion of objectivity. In a fast-paced recruitment world, they feel like a quick win. But the reality is far less flattering.

The Downsides of MBTI in Recruitment

Tools like the MBTI don’t account for the nuances of personality, which is fluid and context-dependent. Worse, using such tests can lead to rigid categorizations that limit a candidate’s perceived potential. The result? Missed opportunities for both employers and candidates.

Risks of Using Unvalidated Personality Assessments

Relying on unvalidated personality tests can bias decisions, alienate informed candidates, and create a false sense of precision in hiring. As a recruiter, I’ve seen how critical it is to base decisions on scientifically sound methods, especially when you’re dealing with the complexity of human potential.

A Balanced Approach to Personality Testing

This doesn’t mean we should throw out personality assessments altogether. Tools like the Big Five Personality Traits, which are grounded in research, offer far more reliable insights. But even then, they should be used as one piece of the puzzle—not the sole decision-making factor.

Best Practices for Fair and Effective Recruitment

The key lies in balance. Combine validated assessments with structured interviews, skills evaluations, and a clear understanding of the role’s requirements. Recruitment is about finding the right fit, not about boxing people into neat categories.

To read: Cognitive bias in recruitment: how to avoid it and promote inclusiveness?

Rethinking Recruitment Practices

As recruitment professionals, we owe it to our candidates and our clients to approach hiring with rigor and fairness. If a test isn’t backed by science, it doesn’t belong in the process.

So, before you hand a candidate an MBTI questionnaire, ask yourself: is this helping me make a better decision, or am I just following the trend?

Let’s choose methods that truly add value. Recruitment is about people, and people are more than just letters on a personality chart.