The Myers Briggs Type Indicator® (MBTI®) is a psychological instrument which measures how people prefer to use their perception and judgment.
Perception involves all the ways of becoming aware of things, people, happenings or ideas. Judgment involves all the ways of coming to conclusions about what has been perceived. If people differ systematically in what they perceive and in how they reach conclusions, then it is only reasonable for them to differ correspondingly in their reactions, interests, values, motivations, skills and interests.
The MBTI® is based on Jung's ideas about perception and judgment, and the attitudes in which these are used in different types of people. The aim of the MBTI® is to identify the basic preferences of people in regard top perception and judgment, so that the effects of each preference, singly and combination, can be established by research and put to practical use.
The MBTI®:
Is NOT a test. There are no "right" or "wrong" answers, and no one "fails" or "passes" the MBTI®. It is an Indicator of styles and preferences of an individual.
Is not an interest inventory but an assessment of personality based on Karl Jung's type theory which would seem to be self-information relevant to career counseling.
Is not utilized as a selection and recruitment tool. It is one of the many elements used for the total evaluation of a potential candidate. Other elements may be: the resume, the interview with us or with the hiring company, the references obtained from different sources, the ability to overcome objections and difficulties (if any), the communication abilities, leadership, strengths and weaknesses, etc.
Is voluntary. Although the MBTI® may help us to know candidates better in a shorter period of time, it is not a requirement for consideration.
Is Confidential. Results are discussed with each person individually, and he has the right to maintain results confidentially, if desired.
Has no time limit. Although statistics say that it may take approximately 20 to 25 minutes, the length of time it may take an individual to complete it is not measured.
Helps us know people better in a shorter period of time. It would be impossible to know a candidate well from just one to two hours or interview. When talking or writing about a candidate to a client, we want to be able to describe him better and more adequately. We want to find a position or a working environment which more adequately matches with the way he prefers things.
We don't charge anything for administering, scoring and later explaining the result to a candidate. In exchange of his giving more or himself, we will provide one-on-one explanation of his results, with the hope to be able to help him know himself better.