Is the 16 personalities test reliable?

The Myers-Briggs Type Indicator is one of the most popular personality tests in the world. The company’s website boasts the assessment has a 90\% accuracy rating and a 90\% average test-retest correlation, “making it one of the most reliable and accurate personality assessments available.”

Are personality tests valid and reliable?

Although personality tests are not absolutely accurate, they are great tools to improve hiring decisions and ensure that the right people are hired into the right roles. The insights they provide can help better understand yourself and others- leading to a more efficient and productive work environment.

Can personality tests really tell you if an employee will succeed?

While some argue that personality tests are helpful, they may not be completely accurate: Because results are often publicly shared, employees may offer skewed answers to get a “better” personality type.

Why employers should not use personality tests?

If the assessment isn’t psychometrically validated for hiring and selection, you can make poor decisions or find yourself in legal trouble. In many cases, using a personality assessment for hiring when it wasn’t designed to be used for hiring is unethical (like using the MBTI assessment for hiring).

Are there really 16 personality types?

There are two types of people in the world: those who believe in the Myers-Briggs personality test and those who don’t. Except that’s not true. Grouping people into two, three or 16 categories, which is the aim of a lot of personality tests, has never quite worked.

Should you use personality testing in the workplace?

We believe it’s important for HR professionals to understand how to use personality tests in the workplace. In fact, personality testing, when used appropriately, has been shown to improve the diversity of our hiring decisions and correlate with job, task, and training performance.