Last post August 2, 2010 05:40 AM by puchathali. 1 repiles.
We are in the process of adhering to an assessment tool for our recruiting and interviewing strategies.
For the same, I would like to know which of them (MBTI or Thomas Profiling) shall be an effective tool for our organisation and which gives more precise and accurate resulting behaviors.
Awaiting for a response.
There are several issues that need to be looked at. Let us get a summary of the systems first:
The Myers-Briggs Type Indicator (MBTI) is a forced-choice personality inventory based on C.G.Jung's theory of Psychological Types. Its purpose is to make this comprehensive theory of personality practical and useful in people's lives. The MBTI is an extremely reliable personality questionnaire. On average, 75% who take the MBTI report the same result on retake. For those with clear preference results, this can go up to 95%. Because the MBTI is based on a comprehensive and coherent theory of personality, applications can be found in almost anything which involves people e.g. communication, leadership, change management, team building, planning, marketing, writing, counselling, personal development, career planning, teaching and learning and so on. Careers/Personal Development: The MBTI helps people identify career and /or life paths. There's lots of literature on this. Your type preferences indicate the skills you're most likely to be able to pick up easily, as well as the occupations that you might be interested in or how you operate within your chosen occupation. While people whose preferences are consistent with large numbers of those in a particular profession or occupation may feel more comfortable operating in that field, those who have different preferences can add to the perspective and approaches simply through seeing things differently. No organisation benefits from people being much the same, particularly in senior positions. Type is also useful in strategising interviews and helping people appreciate that everyone is not like them and so work, career expectations can be different. Learning Styles: Different Types learn more effectively in different ways. Some like and learn through group work, others don't. Some like to get their hands on what's to be learnt, others don't; some learn through discussion, others reading; some are interested in theory, others practice. Making sure you're understood in the way you want means using type based strategies to deal with others more effectively. Many adult training methods presume the desire for group work and active discussion for all adults. Leadership: This overused term means different things for different people. For some types, mostly Introverts, leadership means leaving them alone to do their job. Counseling: Different types get stressed or stimulated in different ways. Counseling strategies are more effective taking type into account, particularly in relationship counselling. Cognitive dissonance often takes many types outside their comfort zone and so they are less effective. Why use the MBTI and not some other instrument or process? The main benefit in using the MBTI is its breadth of application. You can use it in almost any situation and it's buttressed by a comprehensive and robust theory of personality. In one sense, then, there is no competition to the MBTI in workplace use as there is no comparable theory of personality associated with other methods. The statements above on the MBTI come from substantial research and observation. In using the MBTI, you have to be aware that the way it describes the world is at times quite different to the way personality is conventionally seen. So you need to see if the view the MBTI represents is one you and your clients consider useful. It's inappropriate to use the MBTI when a workforce or person is under stress or there is a lack of trust, as you're unlikely to get accurate answers to the questions. People don't need to know type to be aware of the hidden requirements for succeeding in an organisation that literally clones its senior executive, for instance. Other processes also have their use and application. The Thomas behavioural, aptitude and ability tests analyse people’s behavioural style at work, identify their strengths and limitations and help measure their mental agility. They have many applications including recruitment and retention, personal and organisational development, succession planning, coaching, team building, career planning, appraisal and training. Personal Profile Analysis Personal Profile Analysis (PPA) provides an insight into how people behave at work answering questions such as – What are their strengths and limitations? Are they self starters? How do they communicate? What motivates them? PPA enables your people to become more aware of their work style. Only by improving their self awareness will they have the means to consolidate their working strengths and compensate for their behavioural limitations. It can be used to: Improve your recruitment process Increase staff retention Enable more effective people management Tests for Selection and Training Tests for Selection and Training (TST) measure a person’s fluid intelligence – their trainability and speed of learning "TST provides a reliable, accurate and valid means of identifying how quickly a person can learn and retain new skills and procedures." "Academic achievement, whilst undoubtedly playing a large part in selection decisions, is not an effective measure of a person’s mental ability and potential. TST measures a person’s ability to learn and how they will respond to training programmes. It is applicable for all levels of people. TST is an ‘ability’ test, not an ‘intelligence’ test. It includes five timed tests: perceptual speed, reasoning, working memory, number speed and accuracy and spatial visualisation." TST can provide the answer to questions such as: Can this person think on their feet? Can they cope with the mental demands of the job? Could this person be a high flyer? Is this person a problem solver?
So it depends on what the tests are for. MBTI is extremely reliable and has been around for a long time and is useful when you need to work out preferences and is used in team building , improving communications among members etc but is not the best for new recruitment.
For such applications Thomas system may be more appropriate and is easy to administer and takes less time.
Hi Prof.Lakshman Madurasinghe
Can you please clarify as to why MBTI is not the best for new recruitment.
I have recently found another product called ComPAS in the market which they claim is developed using latest branch of psychology called NLP. Have you happend to use that product? their web site is www.competencyanalyser.com
They have created competencies which are required for different kind of job profiles and
it seems that it is very easy to create even the job profiles... just the matter of drang and drop the competencies required for a job profile and it will give out the job-fit % and also the % match for al the competencies that the person shows.
i have to explore more on this product..