The Recruitment Process & Methods

The purpose of the Myers-Briggs Type Indicator (MBTI) “is to make the theory of psychological types understandable and useful in people’s lives. The essence of the theory is most people do have consistent behavioral patterns” (The Myers & Briggs Foundation, 2015). The theory was introduced in the 1920’s by Carl G. Jung and the MBTI tool was developed in the 1940’s by Isabel Briggs Myers and her mother Katharine Briggs.

The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively.

The purpose of the Myers-Briggs Type Indicator® (MBTI) personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people’s lives. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment. In developing the Myers-Briggs Type Indicator, their aim was to make the insights of type theory accessible to individuals and groups.

The MBTI questionnaire was created by Katharine Cook Briggs and her daughter Isabel Briggs Myers. Their collaborative work to develop this measurement of personality was inspired by to the writings/work of Carl Jung (more specifically his book entitled Psychological Type). This mother and daughter’s shared fascination and interest in type theory led them “to create the MBTI in the early 1940s as a test to be used for personnel selection. Myers believed that different occupations favored different personality orientations, and that Jung’s theory provided a theoretical link between personality and job performance” (Pittenger, 1993). It is important to note that it was Myers “belief” that

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

The MBTI results have brought forth many questions that for many people. However, the results are not definite, but alines a person with certain expectation of the the results. In order to get a precise idea about anyone, you will have to get to know them personally. Conflicts arise when generalization concludes everyone in the same category, reason being that humans changes depended upon their environment and situation. These tests may be great for determining success, however they lack the candidate’s values, motives, and work styles and will not give the final verdict for which is right for the job. The assessment of personality should not be

The Myers-Briggs Type Indicator (MBTI) is based on the Jung’s theory of psychological types. This is a self-report questionnaire that gives insight into how people interpret the world around them. This can be significantly important, as it can help someone better understand themselves, as well as their relationships, education, career, and role in the workplace. The MBTI was developed by Katharine Cook Briggs together along with her daughter Isabel Briggs Myers.

The agency today has a comprehensive recruitment process. Like any other career plan, to begin the process of becoming an agent of the FBI, you first have to contain a college degree. Contrary to the assumption that a major in criminal justice is needed to apply for a position in the agency, the FBI hires individuals with various degrees. This helps the agency have diverse teams and members for numerous field objectives. Once an individual is ready to apply, the first step is to go to the FBI’s website and create a profile for themselves. You provide personal information, a well-organized resume, and answer several questions that allow the individual to reassure they are qualified to even submit an application, and lastly submit important documents

The Myers-Briggs Type Indicator® (MBTI®) helps individuals realize their personalities hence learn their strengths and weaknesses in their field of work. The random behavior an individual conducts on daily basis is thought to be orderly and consistent and differs with personalities as people use their perception and judgment in different ways. The best way to conduct this test is through an experienced MBIT administrator, however, there are online tools than can help one achieve almost similar results. Our life experiences play an important role in this test as what we have done or have been doing is what determines the answer an individual gives.

This the most widely administered personality test in the world. It is also a valuable tool for understanding communication style. The MBTI has 4 preferences, they are:

The Myers-Briggs Type Indicator (MBTI) is used to identify an individual’s psychological characteristics the personality. This assessment coincides with Carl G. Jung’s theory that objectives and drives of a person ascribes to the individuals course in life (Schustack, 2012).

The two widely used personality assessments, Myers-Briggs Types Indicator and Five Factor model both have their own strengths as well as weaknesses. The two personality assessments together have been shown to have similar outcomes. Costa and McCrea (1989) found a strong relationship between the MBTI intuition and openness on the FFM, showing that the two personality measures do have accuracy as this is what would be the expected outcome. Although the reliability and validity of the MBTI has been criticised for being quite low. People taking the MBTI have to completely honest when doing the test, and the accuracy people rate themselves may not be completely true, leading to a conclusion of low accuracy. Furthermore, the reliability is questioned

The Myers-Briggs type indicator (MBTI) is a type of personality test to determine a person’s personality type and thus their learning style. The MBTI is based on the work of the Swiss psychologist Carl Jung and the American mother and daughter team of researchers; Katherine

Katherine Briggs and Isabel Myers formulated a detailed extension of Jung’s theory of psychological types in 1943; the Myers-Briggs Type Indicator or, MBTI. The instrument is an assessment of 16 general possible personality combinations

The recruitment literature according to Breaugh and Starke (JoM, 2000) had been bombarded by criticisms for the lack of substantiated research materials and unanswered questions. The Handbook of Industrial and Organizational Psychology by Guion 1976, devoted one chapter only about recruitment process despite the numerous studies published during 1976. There were questions circulating in the recruitment literature which failed to address the key factors