Yesterday, I watched the documentary "Persona – The Dark Truth Behind Personality Tests."

According to the Myers-Briggs Type Indicator, I'm an INFJ—also known as the "The Advocate." People with this personality type:

• Are harmony seekers, devoted helpers, and supportive companions.

• Believe in a moral code that puts people first and always look for a deeper meaning or purpose in life.

• Must see the greater good in a plan or project to get invested in it, but once they find it, they're innovative thinkers who focus on a better future.

Since only 2% of leaders worldwide identify as INFJ, people who get this result could be classified as unfit for leadership roles and, therefore, be passed over.

That's why the documentary's purpose resonated with me.

COMPANIES NEED A DIFFERENT APPROACH TO HIRING/PROMOTING TALENT

While technology has made it easier to find and apply for jobs, it has also made it highly inefficient.

For years, Liz Ryan has been stating that the recruiting/hiring process is broken:

"When you send a cover letter with a resume into some kind of faceless black hole recruiting pit, you know your odds of hearing back from the employer range from slim to none."

If you (1) throw one-way video interviews and personality tests into the mix and (2) have candidates repeat this process a few times a day for weeks or months—without ever getting back to them—you'll likely be contributing to:

• A high number of people whose mental health may deteriorate, especially those who are left waiting in the dark wondering "what went wrong" and never get an answer.

• Unfair practices that could be interpreted as discriminatory and that are wasting everybody's time. Who pays for those hours candidates are asked to invest when applying for jobs?

TECHNOLOGY ISN'T THE PROBLEM – IT'S HOW WE USE IT!

The greatest paradox of our time is how technology is putting more barriers between people than ever. Connecting people has never been easier, but communication is becoming increasingly impersonal and robotic.

I understand a company may not be able to review all the job applications they receive, but they can't let machines take over human communication. Machines can be our allies, but we need to be careful setting them up.

What should be a two-way street has become a cul-de-sac instead. And that's not only harming candidates but also companies.

If the current system worked, candidates would find more fulfilling jobs, and companies wouldn't have trouble hiring.

How often do you hear:

• people saying they're not happy with their jobs?
• companies claiming worker shortage?

Personality tests can be a great tool to get to know ourselves better personally, but I don't think they belong in the workplace.

Prescreening people based on whether they fit a specific personality type before hiring/promoting them is discriminatory.

If you want to get to know people better and make well-informed decisions, have real conversations with them!

Credit – The image above is the work of Jake Beech (CC BY-SA 3.0) and can be found here.