Streamlining Your Hiring Process: How MBTI Can Help You Find the Right Developers and Managers for Your Agency

Finding the right developers and managers is crucial for the success of your business. However, with so many candidates to choose from, the hiring process can be overwhelming and time-consuming. That's where the Myers-Briggs Type Indicator (MBTI) can help streamline your hiring process and find the right fit for your agency.

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What is MBTI?

MBTI is a personality assessment tool that measures individuals' psychological preferences in how they perceive the world and make decisions. It is based on Carl Jung's theory of psychological types and identifies individuals' strengths, weaknesses, and preferences in four categories:

1. Extraversion (E) vs. Introversion (I)
2. Sensing (S) vs. Intuition (N)
3. Thinking (T) vs. Feeling (F)
4. Judging (J) vs. Perceiving (P)

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💡 For an enjoyable and data-driven approach to collecting your applicants’ MBTI Personality Type, you may use the free test by 16Personalities.

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How can MBTI help with hiring?

MBTI can help streamline your hiring process by providing a framework for understanding candidates' personality types and how they may fit into your agency's culture and work environment. By identifying candidates' strengths and weaknesses, you can better determine whether they are a good fit for the role and your agency's goals.

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💡 Tell the applicants to take the test and note down their MBTI before attending their interview so that their results are as updated as possible.

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1. Identifying the Right Fit for Your Agency's Culture

Hiring candidates that fit well with your agency's culture can be crucial for success. With MBTI, you can assess candidates' preferences for collaboration, communication, and decision-making. For example, if your agency has a highly collaborative culture, hiring candidates with a preference for extraversion (E) may be beneficial. If your agency values creativity and innovation, candidates with a preference for intuition (N) may be a good fit.

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2. Matching Candidates' Personality Traits with Job Requirements

MBTI can also help match candidates' personality traits with job requirements. For example, if you're hiring for a development role that requires attention to detail and technical expertise, candidates with a preference for thinking (T) may be more suitable than those with a preference for feeling (F). Similarly, if you're hiring for a management role that requires strategic thinking and decision-making, candidates with a preference for judging (J) may be a better fit.

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💡 When drafting job descriptions for your confidential HR files, you can include your preferred MBTI for the job. This can give you a basis for comparision later on.

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3. Identifying Communication Styles

Communication is essential in any agency setting, and MBTI can help you identify candidates' communication styles. For example, candidates with a preference for sensing (S) may prefer a more structured communication style with clear instructions and guidelines, while candidates with a preference for intuition (N) may prefer a more open and creative communication style.

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4. Building Strong Teams

MBTI can also help you build strong teams by identifying candidates' strengths and weaknesses. For example, if you have a team with a preference for intuition (N) and creativity, hiring a candidate with a preference for sensing (S) and attention to detail may help balance the team and provide a more well-rounded perspective.

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💡 It is not preferable that all the members of the same team or agency have the same MBTI at a given time, as this may cause issues in communication and work culture.As much as possible, strive to balance out the presence of different personalities within teams that require constant collaboration.

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