In the course of my travels last week, I met a businessman “Dave” who informed me that he uses the Myers-Briggs personality test to determine if he will hire someone. If you’re familiar with the test, it assesses 4 key paired traits (introversion versus extroversion; intuition versus sensing; thinking versus feeling; and judgment versus perception) and creates 16 possible psychological combination types. In Dave’s mind, the best and only fit on his team are INTJ’s (Introverted Intuitive Thinking Judging) who represent 2-4% of the population in the US.
One site defines this types as the “scientist.” The site describes this type as someone who primarily focuses internally on their intuition who uses rationale and logical approaches to the world. The site says,
“INTJs live in the world of ideas and strategic planning. They value intelligence, knowledge, and competence, and typically have high standards in these regards, which they continuously strive to fulfill. To a somewhat lesser extent, they have similar expectations of others. …INTJs spend a lot of time inside their own minds, and may have little interest in the other people’s thoughts or feelings. Unless their Feeling side is developed, they may have problems giving other people the level of intimacy that is needed. Unless their Sensing side is developed, they may have a tendency to ignore details which are necessary for implementing their ideas.”
For me, on the surface, this personality type would clearly offer a lot to a workplace, but I might be biased since I share three traits in common with this personality type. Ultimately, if the person possesses the skills, interests, and abilities, Dave believes that the “INTJ” is the best “fit” for his work unit and he discriminately hires based on that belief. When I questioned if he was truly an INTJ and how he could hire with such a focus, he responded that he’s practiced in other traits such as extroversion, but that his unit is the highest grossing unit in his company so they let him do what he wants.
The whole concept caught me off-guard, but I do understand the idea of hiring the right “fit” and that’s how he defined best fit…that and requiring the applicant to also take part in a sport as part of the interview, aka ski diving, scuba diving, mountain skiing, etc. So, if Dave’s method works, would you be the right fit for his company?