By: Adriana Tasnim
Edited by Hannaan Fuad
The Myers-Briggs Type Indicator (MBTI) is a popular personality assessment developed by Isabel Myers and Katherine Briggs, based on Carl Jung's theory. It categorises individuals into 16 types, each with unique features and behaviours, aiding in self-reflection and personal growth.
Amidst the growing trend and craze of using MBTI personality types as a means to boost new connections, an increasing number of South Korean organisations are incorporating the MBTI test into their recruitment process, making it a prerequisite for job applicants.
"We hire individuals based on their MBTI results. Individuals with MBTI results that begin with Es, please apply for this job," stated a part-time job posting from a cafe in Mapo District, western Seoul. "ENTJs and ESFJs are ineligible to apply. We welcome individuals with Is, but not INFPs, INTPs, or INTJs.”
The question is, is it necessary for MBTI to be applied as a recruitment standard?
It is definitely not necessary nor is it recommended to use MBTI as a standard recruitment tool because of several substantial drawbacks, although it may be beneficial for interpersonal relationships or personal development. Here is why I think MBTI should not be relied on in workplaces:
Personality classifications like MBTI may mistakenly result in a standardised workforce with low diversity of thought, background, and attitude. Therefore, a certain organisation might experience limited workforce diversity. Furthermore, there will also be room for potential bias because decisions may be made based on assumptions about specific personality types rather than an individual's real abilities and qualifications. Hence, using MBTI types as a recruitment standard may establish biases in the employment process.
Kim Su-bin (21), a college student, who feels that MBTI is an additional burden, stated, "I remember how surprised I was because they said the INTP type was the type that people least wanted to work with during an interview for a part-time job."
This remark shows how bias towards applicants based on their perceived MBTI type leads to discrimination against those whose personality traits do not fit subjective expectations, like assuming extroverts are better for sales roles even if an introverted individual is equally or more effective at the job.
While MBTI can influence individual decisions about careers in South Korea, it is important to note that using it as a recruitment standard can generate legal and ethical considerations, especially concerning discrimination. Therefore, organisations should use procedures that directly evaluate job-related abilities and competencies to ensure fair and effective hiring processes.
Have you taken the MBTI test before, and have others ever perceived you based on your personality type?
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