My company uses MBTI results for hiring and promoting people – is that okay?
This is one of the most common misuses of the Indicator. The sort of information that is useful for hiring and promotion decisions has to do with skills, knowledge and demonstrated performance. Predictions about future performance or the capacity to develop new skills are poorly served by theoretical speculations based on type in the absence of other evidence because: • Type preferences do not indicate skill. Preferences must be exercised and developed before they can be used skillfully. MBTI results do not measure development. • People can develop skill with their non-preferences. The MBTI Manual includes this highlighted statement on p. 360: It is inappropriate to use the MBTI for hiring, promotion, or selection. Results on the Indicator simply do not give information that will be helpful in these functions.
