Important Information About Using Myers-Briggs® For Pre-employment Screening.

Compare Myers-Briggs® With Hire Success®

Information Provided By *CPP, Inc., Regarding the Proper Use of the Myers-Briggs Type Indicator

The Myers-Briggs Type Indicator® (MBTI) assessment tool should NOT be used for employee selection for the following reasons:

  • The MBTI tool identifies people who may like doing a particular kind of work, but not how well they might do that work. It does not identify the skills or abilities that predict success at any job.

  • The questions on the MBTI instrument are transparent--respondents can “come out to be” any type that appears wanted for a job.

An organization that uses the MBTI instrument for selection risks its credibility with prospective and current employees who are aware that use of the instrument for selection is inappropriate.

* CPP, Inc. is the owner and licensor of the Myers-Briggs® test.

Businesses considering using Myers-Briggs® for Pre-Employment Screening (employee selection) purposes, will want to compare the MBTI types with the fundamentally similar, but more fluid Temperaments with Hire Success®, an instrument and tool set designed for pre-employment screening purposes.

Note: This page is presented to assist businesses familiar with the Myers-Briggs® test to compare the common personality types with those used in the Hire Success® Employment Testing System. Hire Success® was designed as a pre-employment testing tool and is not a psychological test like Myers-Briggs®.

Myers-Briggs® Scales

The Myers-Briggs® and the Keirsey-Bates Temperament Index both use the same categories or "Traits". First, let's look at the Myers-Briggs®:

Each Applicant is measured in each of these 4 scales. As their Trait (or Preferences) move toward one side or another, the Letter is then represented as part of that Personality Type. For example an "ENFJ" would be "Extraverted-Intuition-Feeling-Judging", and their Opposite Personality would be "ISTP", or "Introverted-Sensing-Thinking-Perceiving".

When combining all possible combinations of these 4 scales, there are a total of 16 possible Personality Types. The "Keirsey Temperament Sorter" uses the exact same traits and scales, and others, such as 16PF use a 16 different personality grid as well. Other tests, like DISC and many others, are based on the 4 "classical" personality types. These, like most Personality Systems, are based, at least in some part, on Hippocrates' theory of 4 basic personality types. Hippocrates' theory obviously dates back several thousand years and, although considerably refined, is still a good foundation for determining Personality Types.

Hippocrates called the 4 types: Choleric (Yellow Bile), Phlegmatic (Phlegm), Melancholic (Black Bile) and Sanguine (Blood). Not exactly the kind of description most people would want to be associated with today, but none the less, they have proven accurate and each type somewhat predictable in their general behavior. However, much has been learned and we realize there are more than just 4 types of people running around. Although people are each quite unique, the 16 categories have also proven to be useful in predicting basic behaviors in humans.

The Hire Success Model

Hire Success is almost like two Personality tests in one. First, Hire Success looks at the 4 basic personality types that are Hippocrates' fundamentals and evaluates the strength of each. If one Trait Scale stands out from the rest, the individual is generally very much like that "classical" Hippocrates model. However, Hire Success also evaluates the influence of the secondary Personality type (the second "strongest" type), and when combining it with the Primary (Strongest) type, also has a 16 Type Model. For simplicity, Hire Success just calls the 4 Basic types "A", "B", "C" and "D".

For example, a strong "A" type is the "Classical" Choleric. But, if there is a strong secondary type, such as "B", then the person would be evaluated as an "A/B" personality where the "A" represents the Primary Type and the "B" represents the Secondary Type. When combining all possibilities of the 4 basic types, we get 16 types. (A, A/B, A/C, A/D, B, B/A, B/C, B/D, etc.)

Let's look at the ABCD Model:

Although Hire Success uses 4 types, the Secondary Influence provides a 16 type grid. In the above example, each quadrant is shaded a slightly different color to represent the "A" group, "B" group, etc.

We can then generally equate these to the Myers-Briggs® Types as follows:

Hire Success illustrates the strength of each of the 4 Basic Personality Types both numerically and as a Bar Chart on the Summary Report. The bar chart makes it very easy for the Interviewer to see the relationship between the 4 Basic types and which is the Primary and Secondary Personality. If the 2 bars are relatively close to each other, one can expect a stronger influence from the secondary type, and on occasion, even the tertiary (3rd strongest) type. Not only are these relationships displayed graphically in the Hire Success Personality Profile, they are also described in text at the top of the Overview Report. The first section of the report describes the "classical" Primary personality type (one of the 4 types). The second section describes the Personality further and considers the influence of the Secondary, and if applicable, the Tertiary type for even finer detail.

Hire Success Goes Way Beyond

Hire Success doesn't stop at the 4 Personality Types or the 16 variations. The second part evaluates 20 Different Trait Scales Independently of the Personality Information. Although the Hypocrites model and the newer 16 variations have proven to be very accurate, there are other types of tests that don't completely agree with the traditional models we've described. They want to look at various Personality Traits independently and evaluate each person as a "unique" individual. That's where Hire Success keeps on going...

When Hire Success evaluates each of the 20 Trait Scales, no consideration is made based on the evaluation of the basic Personality Types. This allows the Hire Success System to pick up on many unique Traits that would not normally be expected, or "predicted" by the Classical 4 or 16 Personality Type model. For example, the traditional "A" Personality Type is often not very detail oriented, preferring to delegate the details to someone else. That's not to say details aren't important to them; they are, but they usually prefer to have someone else they trust do the detail work and report back with the "bottom line".

"A" type personalities are also very entrepreneurial, by nature, and are often found in management positions or as business owners. Many people in these positions are in small businesses and have no one else to whom they can delegate the details! They have learned to be detail oriented and do a stellar job of not missing very much at all! A "classical" Personality evaluation may pick up the very strong "entrepreneurial" nature and correctly see them as an "A", but report them as not being detail oriented when this individual may really be quite detail oriented. This is the case that is often made by tests that do not use the 4 or 16 Personality Type approach.

Hire Success Uses Both! So unlike so many tests on the market, Hire Success provides a more three-dimensional view by taking 2 different views of the Individual. We believe this adds to the accuracy of the test, while our 100 Adjective approach makes test administration simple. Add that to our extremely competitive, low cost per test, and you have the combination most businesses are looking for:

Simple - Accurate - Cost Effective

Isn't That What You Really Want?

"If anyone is considering using your system in their company, I would certainly recommend it as a simple, accurate and cost effective solution."

Roy Hedeen
Van Ausdall & Farrar

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