HI,
As I'm doing a research, i would like to know about MBTi in detail.
I know the theoretical aspects very clearly, i would like to know if some one has used it.
How to use it practically?
What all preparation one needs to do ?
Are the result effective?
I would also like to know the certification for being an evaluator for MBTi,
Is there any institute in India which provides this certification?
Require your help urgently.
Thanks
Archna
From India, Delhi
113As I'm doing a research, i would like to know about MBTi in detail.
I know the theoretical aspects very clearly, i would like to know if some one has used it.
How to use it practically?
What all preparation one needs to do ?
Are the result effective?
I would also like to know the certification for being an evaluator for MBTi,
Is there any institute in India which provides this certification?
Require your help urgently.
Thanks
Archna
From India, Delhi
MBTI - Myer-Briggs type indicator can be used in the following scenarios (as a recruiter):
1) To assess whether a candidate is suitable for the type of job he is being interviewed for. Candidate failing to match the type is not a criteria on which his evaluation should be made. It can just be used as a parameter for measuring/predicting stability, and satisfaction that the candidate would have in the job.
2) To get an idea of what would interest the candidate in the job and what would not. For eg., an INTJ would not be fit for a clerical role nor an applications developer role, but certainly would be happy and satisfied in an architect (technical) or a R&D role.
[Note: I am an IT recruiter, and most of my example would revolve around the same. Sorry if it is not very comprehendible]
3) To figure out how well the person would blend into the team s/he is being considered for.
Also, if say a person applies for a sales job, or business development/marketing, it would always be preferred to have the first dimension as 'E', but it does not make a candidate with "I" not eligible for the same.
So, these are a few uses of the MBTI in hiring that I know and bring in to use most of the time.
Regards
vnd
From United States, San Diego
1) To assess whether a candidate is suitable for the type of job he is being interviewed for. Candidate failing to match the type is not a criteria on which his evaluation should be made. It can just be used as a parameter for measuring/predicting stability, and satisfaction that the candidate would have in the job.
2) To get an idea of what would interest the candidate in the job and what would not. For eg., an INTJ would not be fit for a clerical role nor an applications developer role, but certainly would be happy and satisfied in an architect (technical) or a R&D role.
[Note: I am an IT recruiter, and most of my example would revolve around the same. Sorry if it is not very comprehendible]
3) To figure out how well the person would blend into the team s/he is being considered for.
Also, if say a person applies for a sales job, or business development/marketing, it would always be preferred to have the first dimension as 'E', but it does not make a candidate with "I" not eligible for the same.
So, these are a few uses of the MBTI in hiring that I know and bring in to use most of the time.
Regards
vnd
From United States, San Diego
Since you said you are clear about the theoritical aspects I would not want to touch upon it again, but as far as applying it, you need to be ready with your slides, which are designed as per requirements.
Process you can follow to do that is,
1. Select the quadrant in MBTI that you want the people to fit in.
2. Guess or Find out if possible, the way they talk, for certain cases.
3. Then move on to the other quadrants close to the selceted one and write down how you think they would talk and look.
4. Make ready a slide showing all the charecters and the definitive statements that they make in certain situations, which you can create at the interview place.
5. Use the scale that you are comfortable with to rate the candidates if they are closer to your target.
Hope this would be useful.
And please let me know if there are any opportunities for HRs.
I am on the look out for a job.
My mail ID is
.
Regards,
VINAY.
From India
Process you can follow to do that is,
1. Select the quadrant in MBTI that you want the people to fit in.
2. Guess or Find out if possible, the way they talk, for certain cases.
3. Then move on to the other quadrants close to the selceted one and write down how you think they would talk and look.
4. Make ready a slide showing all the charecters and the definitive statements that they make in certain situations, which you can create at the interview place.
5. Use the scale that you are comfortable with to rate the candidates if they are closer to your target.
Hope this would be useful.
And please let me know if there are any opportunities for HRs.
I am on the look out for a job.
My mail ID is
Regards,
VINAY.
From India
Dear Vinay
I am not sure of your background, because I am not qualified in psychometrics and all, and hence cannot actually quote an affirmation or not to what you said. But of what I know, applying MBTI as a hiring parameter is not recommended, and that is why I made a quote that it may be used as a suppliment in recommending a candidate but not for declining/rejecting another.
Don't take me wrong, I just wanted to reiterate what I know and have realised in my little experience.
PL&E
vnd
From United States, San Diego
I am not sure of your background, because I am not qualified in psychometrics and all, and hence cannot actually quote an affirmation or not to what you said. But of what I know, applying MBTI as a hiring parameter is not recommended, and that is why I made a quote that it may be used as a suppliment in recommending a candidate but not for declining/rejecting another.
Don't take me wrong, I just wanted to reiterate what I know and have realised in my little experience.
PL&E
vnd
From United States, San Diego
And yes, Archna, the results of using MBTI while interviewing candidates are pretty effective unless you are interviewing someone of the likes of Hannibal Lector! Why I say this is because I personally have made wrong hires based on positive traits noted, viz person turning out to be a total unsportive team player, etc.
But the chances of making a good hire stands at around 75-80%, and at the same time, not withholding candidates based on MBTI results turning out to be excellent hires stands at ~70%.
Hence, I, somehow, have started feeling that using MBTI should be kept to occupational choices, self-help during quarter life crisis, and career counselling, rather than deciding whether or not a person should be hired. (Like the theorists themselves have mentioned in their books, viz, "Do what you are?"). Meaning, if a person applies for a front desk job, and s/he happens to be a 100% introvert, it definitely does not qualify the person misfit or unhappy to do the job.
I hope this helps, drop in more questions if you have any.
PL&E
vnd
From United States, San Diego
But the chances of making a good hire stands at around 75-80%, and at the same time, not withholding candidates based on MBTI results turning out to be excellent hires stands at ~70%.
Hence, I, somehow, have started feeling that using MBTI should be kept to occupational choices, self-help during quarter life crisis, and career counselling, rather than deciding whether or not a person should be hired. (Like the theorists themselves have mentioned in their books, viz, "Do what you are?"). Meaning, if a person applies for a front desk job, and s/he happens to be a 100% introvert, it definitely does not qualify the person misfit or unhappy to do the job.
I hope this helps, drop in more questions if you have any.
PL&E
vnd
From United States, San Diego
HI VND and Vinay,
Thanks for your inputs.
I also agree with Vnd that using MBTi in recruiting is not used much.
But I would like to know more about this topic and Vnd and Vinay if you can explain it a little more the regarding the practical usage I would be grate ful to both of you.
Hey, Is there anybody else who can share there experience and knowledge related to This topic, that would be nice.
Thanks
Archna
From India, Delhi
Thanks for your inputs.
I also agree with Vnd that using MBTi in recruiting is not used much.
But I would like to know more about this topic and Vnd and Vinay if you can explain it a little more the regarding the practical usage I would be grate ful to both of you.
Hey, Is there anybody else who can share there experience and knowledge related to This topic, that would be nice.
Thanks
Archna
From India, Delhi
As far as applying MBTI to recruiting, I dont know much, and that is because I dont have the industry experience, but all that I can say is , Unless somebody starts using it as a tool for recruiting, how else do you think would the concept evolve.
Just think about applying it. Innovate. After all that is one of the few better concepts that we have in HR to identify different psycologies of people.
Good Luck,
Regards,
VINAY
From India
Just think about applying it. Innovate. After all that is one of the few better concepts that we have in HR to identify different psycologies of people.
Good Luck,
Regards,
VINAY
From India
Hi,
Im not a HR person. Im in finance and operations. Reading all the posts on this site, Im amazed at how technical HR is. I always thought HR was the easiest functional area (no offence meant to all you HR guys :wink: )
Best regards,
Vikram
From United States, Auburn
Im not a HR person. Im in finance and operations. Reading all the posts on this site, Im amazed at how technical HR is. I always thought HR was the easiest functional area (no offence meant to all you HR guys :wink: )
Best regards,
Vikram
From United States, Auburn
Hello Mr Vinay,
My name shweta.I am pursuing my MBA HR in Wigan and Leigh(a UK Government funded college) in Hyderabad. I recently joined this group.
The information you provided about MBTI was very useful for my presentation at my college too. Hope we would be interacting more in future regarding many more topics.
Best Regards
Shweta
My name shweta.I am pursuing my MBA HR in Wigan and Leigh(a UK Government funded college) in Hyderabad. I recently joined this group.
The information you provided about MBTI was very useful for my presentation at my college too. Hope we would be interacting more in future regarding many more topics.
Best Regards
Shweta
Some forum posters have suggested using the MBTI instrument in helping to make recruitment decisions. The Myers Briggs Foundation ethics precludes the use of the MBTI instrument for hiring. The MBTI instrument assesses a person’s preferences, not abilities or competencies. You can check out the Foundation’s ethical guidelines at :
http://myersbriggs.org <link updated to site home>
On assessing a person’s abilities, the guidelines state: “Ethical guidelines are also meant to prevent the abuse of type. Abuse includes using type to assess people’s abilities and using type to pressure people towards certain behaviors.”
Also, the MBTI is a restricted instrument, so using the instrument in a professional capacity without the appropriate accreditation is also unethical.
The Foundation’s website at http://www.myersbriggs.org/ gives some practical guidance on use, although you would need to do the accreditation course to be able to administer it professionally and ethically. To find out who offers accreditation in India, type in “mbti accreditation india” (without the quotes) into a search engine.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
http://myersbriggs.org <link updated to site home>
On assessing a person’s abilities, the guidelines state: “Ethical guidelines are also meant to prevent the abuse of type. Abuse includes using type to assess people’s abilities and using type to pressure people towards certain behaviors.”
Also, the MBTI is a restricted instrument, so using the instrument in a professional capacity without the appropriate accreditation is also unethical.
The Foundation’s website at http://www.myersbriggs.org/ gives some practical guidance on use, although you would need to do the accreditation course to be able to administer it professionally and ethically. To find out who offers accreditation in India, type in “mbti accreditation india” (without the quotes) into a search engine.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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