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The author says each of the big 5 is on a "sliding scale". I admit this is a bit pedantic, but isn't each just on a plain old scale? Wouldn't a sliding scale imply that one score could affect how another was graded?
What's the deal here? Companies are so desperate for any criterion to reduce the pile of applicants? Do they believe it helps? Do they look for a few of these profiles and never the others?
Hiring is hard, I know, but I only know of these models in the context of understanding existing teams, not hiring for individual positions.
Earlier quoted context omitted.
Cover letters are one of those things that are only really useful for the first few jobs. Once you've started working you will get most of your future jobs via your network and cover letters are pointless from then on.
If you're content to work within your network or and only care about the craft rather than the overall purpose of your company and tasks, then sure. Jobs your friends and colleagues get you don't require a cover letter.
> And that’s it—there’s simply very little data on how well the Myers-Briggs (and other type-based personality tests) measures personality and even less on how it might predict job performance. I was surprised there wasn't any mention of a very interesting issue here, i.e. MBTI and other typological instruments come with user manuals, training, etc., and those materials specifically say "do not use this for hiring".…
Is that really what you would do when a prospective employer asks such a question? I'd never ask about this, the number of bumps on someone's head, or if the candidate still beats their spouse. However, the best response would be a candidate who would laugh and say, "I think you know enough of my capabilities and personality from this interview process, already"
I know some would give the type that they feel best matches the position, which, I guess they are also desperate for a job in that case.
Unfortunately from what I've seen some hiring teams will give a questionnaire to fill out and a) it's not labeled as any specific type of questionnaire, plus b) you don't get to know your results. One sales company administered a combined IQ test and personality instrument this way. Pretty cringe. They had no certification or corporate permission or anything, just a copy paste test done attitude.
Otherwise there's also the post-hire event in which a trainer offers insights, among which is some personality type sorting and theory, and even one on one coaching. Some of this kind of thing is absolutely worth it depending on the situation. For example you've identified someone you want to work more closely with in future projects, so you want to learn how they see themselves and their contribution.
So it's best to feel it out, see if you can find a good way to respond to the specific circumstances at work without raising the stakes for yourself. Or basically broadcasting your personal relational blind spots as part of a complaint-driven process. :-)
I appreciate it when a company asks about or tests my Myers-Briggs type early in the hiring process, because then I know that I don't want to work for them, and they wouldn't be happy with me either. Win/win.
The article makes the mistake assuming that companies are using these tests to maximize for performance, when in fact they are trying to maximize internal culture fit.
Earlier quoted context omitted.
If you're content to work within your network or and only care about the craft rather than the overall purpose of your company and tasks, then sure. Jobs your friends and colleagues get you don't require a cover letter.
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