I take a Myers Briggs quiz every year or two. I am having my design team do the test for a remote bonding exercise. Here are my personal results from the past:
- 2014: INFP | Mediator/Idealist.
- 2017: INTJ – The Architect
- 2019: INTJ, -A/-T The Architect
- 2020 INFP-T – Mediator/Idealist.
I think these two personality types make sense for me, especially when I play different roles in an organization. When it’s just me and I am the primary designer, I tend to be more focused on doing the work and being the Architect things. When I am a manager, I spend most of my time talking with people and helping them align as a Mediator.
Mediators have a talent for self-expression, revealing their beauty and their secrets through metaphors and fictional characters.
Also, Mediators are the most likely personality type to enjoy an afternoon nap from time to time.
From 16Personalities.com
This is a bullseye for me. I talk in metaphors more than anyone I know. Plus a nap? Are you serious? YES!
The strengths they list for Mediator are:
- Idealistic
- Seek and Value Harmony
- Open-Minded and Flexible
- Very Creative
- Passionate and Energetic
- Dedicated and Hard-Working
On the flip side are the weaknesses:
- Too Idealistic
- Too Altruistic
- Impractical
- Dislike Dealing With Data
- Take Things Personally
- Difficult to Get to Know
Although I am sure that both the strengths and weaknesses are applicable to many different people, they feel relatively accurate for me.
Some of the stuff on these descriptions feels like Astrology. I haven’t read through all the other personality types, so I don’t know if some of the others may be applicable to me as well.
Personalities and Recruiting
Should we use personality tests in the recruiting process? It’s an interesting question and I am not sure of the answer. Sometimes, I wish I knew more about a candidates personality while interviewing. However, I don’t want to miss great people because of some personality type bias.
As usual, I would vote for transparency. Everyone should have their personality type on their LinkedIn profile for all the world to see. What are we hiding this for?
Do you use personality types in your recruiting thought process? Do you even think they are at all accurate? At minimum, I find them fun to do once every few years.
Side note: The visual design style of the 16Personalities website is quite good. I love the illustrations and the text is easy and friendly to read.
Whatya think?