Every industrial psychologist sighs when they hear about an employer using Myers Briggs as selection tools. I once got into a huge debate with a stranger over LinkedIn regarding it. The truth is that Myers Briggs has been proven to have little reliability and thus little validity as well. An assessment can be a powerful tool in selection, but the tool itself must be valid and reliable. In addition to the standard validity, the assessment tool should be able to predict success in a position (criterion validity). An assessment that has not proved criterion validity is at risk for adverse impact. If adverse impact occurs, the hiring organization can face legal consequences since validity was not established.
- Current employees can take the assessment and then their scores can be correllated to their performance appraisals.
- Candidates can be hired based on their assessment scores. After a performance appraisal, their performance scores are correlated with their assessment scores.