As if overnight, social networks were swiped by MBTI test results. How to treat the personality test in the process of job hunting, and to what extent can we trust MBTI? At recent gatherings, the topic of ice breaking is no longer just constellation and zodiac, and MBTI personality test has also joined group chat. The person whose test result is entj-a has a bold personality and is an imaginative and strong willed leader; Esfj-a character is extremely compassionate and helpful
As if overnight, social networks were swiped by MBTI test results. This is by no means the only way to test personality. Type 9 personality test and youth personality test have been widely spread, and some have even become a necessary link in recruitment assessment.
Now it's a company HR. When Sisi first entered the workplace, the company's recruitment must do a personality test. "At that time, a candidate's evaluation results showed that he was in a serious state of anxiety. The candidate was very angry after seeing the results: why do you use this result to define me? It's an insult to my personality!"
Ning Ying, a post-95 girl, has to take a personality test to find a job recently. "I feel like I've found out the routine. If I can answer 'what I like', I can definitely show the perfect personality of the performance."
Wang Fan, a senior Internet practitioner, believes that information overload promotes the wide use of personality tests in recruitment, because it can give an answer about "whether they match".
So is personality testing important when young people are looking for a job?
Test the matching of personality traits and positions
Li Ke, a media person, can be called a "personality test questioner". From her senior year to looking for a job, she has done at least 20 sets of personality tests. From being serious at the beginning to being indifferent now, Li Ke said he was "numb".
For example, how do you feel when an urgent and complex job disrupts your vacation plan? Options include: very angry, relatively angry, average, relatively calm, very calm. "This kind of question is to test your attitude towards emergencies and how obvious the result is."
In a job search, Li Ke was eliminated after the "President's face". The reason given by HR is that you have strong working ability, but you are a little introverted. The president has some doubts about this. Li doesn't think "introverted" can be used as a reason to be rejected, but there is nothing he can do about the result of being brushed off.
Lian Chuande, a professor at Beijing University of information technology, a national senior vocational instructor and one of the first batch of certified supervisors of China Mental Health Association, introduced that psychological personality measurement mainly includes two methods: self-report scale method and projection test method. At present, most of the tests encountered by many young job seekers belong to the former - the subjects answer these questions one by one according to their actual situation, and the other party answers them according to the answers of the subjects, To measure the extent to which the subjects performed on this personality trait.
Lian Chuande said that the classic personality test includes five personality tests and cartel 16PF test, while the current popular MBTI test shows more rich personality traits.
"In terms of the competency of recruitment, the competency includes ability factors, personality factors, or personality factors." Psychological tests can help test the "matching of personality traits and positions" of job seekers, but this is also the result of comprehensive consideration. "It doesn't mean that extroverts can't do research and development, and introverts can't do sales.".
"People can't express it with a single character. There may be three or four kinds of personality in a person." Wang Fan, an Internet company operator with many years of business interview experience, believes that personality type only represents that someone is more prominent in one aspect and has certain defects in one aspect. "But it's hard to say that such prominence or defect must mean competent or incompetent."
Personality testing should be a stepping stone, not a stumbling block
"The result of MBTI is not a stumbling block to our development, but a stepping stone for us to better explore and understand ourselves." Gao Yan, an associate professor at the school of education of Zhuhai branch of Beijing Normal University, said that MBTI does not emphasize that the two poles of each dimension are either one or the other, but emphasizes that each characteristic exists in everyone, but which one is more dominant. "On the contrary, it is possible to obtain better results by flexibly adopting appropriate behavior in different situations".
Gao Yan believes that young people looking for jobs "don't have to meet the needs of their posts in personality tests".
"It's not good for long-term development if you get to an unsuitable position through screening. It's not necessarily a bad thing to express your most normal self, even if the other party screens you out." Gao Yan said.
From the perspective of employers, we should pay attention to the core value of MBTI - "it is better to use it in communication than in screening." Personality tests should help employers understand the style and characteristics of each job seeker, so as to find "the most appropriate scene in teamwork".
Sisi, who has worked for nearly 10 years, now has recruitment experience in many companies. "According to different positions, the proportion of personality test in entry decision-making will be different." For example, if the position is graphic design, editing and high-tech, the company will decide according to its past works and resume. If it is a position of public relations and president assistant with strong correlation between work ability and personality evaluation results, the company will increase the proportion of personality in entry decision-making.
There is no distinction between good and bad character. "No company completely rejects people with a certain character.".
Tian Yizhe is a human resource specialist of an Internet company who has just entered the workplace. Although the company has not carried out personality test at present, it is in the process of promoting it. Tian Yizhe said that during the interview, the company attaches great importance to the candidate's personality and the assessment of three concepts, accounting for about 40% of the entry decision-making. Generally speaking, people who are optimistic and withdrawn will be welcomed by the company, and people who are more cautious and sensitive. But this is not absolute. The company will not determine the employment result just because of a person's personality. Whether to recruit or not needs to be analyzed in combination with the specific position.
Tian Yizhe said that the original intention of the personality test is to avoid risks and be responsible for candidates. "If the character is not suitable for the company or position, the candidate will feel pain after entering the job, and both sides will suffer."
Correct and scientific use of personality test "tools"
"People have begun to pay attention to personality factors, which is a good thing. Scores can only represent ability factors. In the end, it depends on whether this person can create value in society, which is very important." Lian Chuande also pointed out that only the "scientifically tested" personality test can have high validity and be suitable as a "tool" for selecting talents in the workplace, while the "random" questions and judgments are unfair.
Lian Chuande said: "there is nothing wrong with enterprises using it (personality test) to recruit people. But it can't be measured accurately. It depends on the tool itself."
On the question of personality test, Sisi suggested that the company should not use the questions that have been completely determined and well understood in the market.
"The company I've experienced before adopts a more scientific evaluation method, which will knead several test questions with different logical relationships. There is logic between the questions, and you can't clearly know which answer the company needs." Sisi said that before the evaluation, she will communicate with the candidate and answer according to the real situation. The company will also comprehensively view the evaluation results when making employment decisions.
The original intention of the company's personality test is to comprehensively understand the situation of team members and form a "learning from each other" model among existing team members. "If everyone is introverted, it needs an extrovert to adjust. If the team members are rational, it needs a perceptual person to condense the team atmosphere." Sisi said.
Gao Yan said that when enterprises choose to use personality test as one of the recruitment tools, they must pay attention to the training of test users.
Each personality test has its applicable scenarios and standards. "If the examiners of the employing unit are not trained, there may be misuse problems. For example, according to a single score and result, directly labeling the candidates as' introverted 'or' extroverted 'is likely to be far from their actual performance.".
It doesn't mean that people's preference for a certain type of personality will not be stable until they are 25 years old. So it doesn't mean that it will not be necessary for us to develop gradually until we are 25 years old
(at the request of the interviewee, Sisi, Wang Fan, Tian Yizhe, Li Ke and Ning Ying are pseudonyms)