MBTI is one of the most widely used personality assessment tools. Learn how to us MBTI to build and manage talent acquisition teams. www.willardpowell.com
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Using Myers Briggs Type Indicator (MBTI) to Build and Manage Talent Acquisition Teams
1. Using Myers Briggs Type Indicator (MBTI) to
Build and Manage Talent Acquisition Teams
David C. McInnis
- Founding Partner, Willard Powell
Caroline L. Swanson
- Head of Willard Powell University, Willard Powell
- MBTI Certified Practitioner
- MA in Industrial/Organizational Psychology
1
2. What is MBTI?
● Myers Briggs Type Indicator is one
of the most widely used
assessments of personality type
● It is based on the theory that
people act in a particular way given
how they prefer to:
○ Interact with others
○ Learn
○ Organize
○ Make decisions
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3. What does MBTI
assess?
● Attitudes (how we interact with
others):
○ Extraversion / Introversion
● Functions (all the things that we
do in our mind):
○ Sensing / Intuition
○ Thinking / Feeling
● Lifestyle preferences (how we
organize the outside world):
○ Judging / Perception
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4. How can MBTI
be used to
manage a Talent
Acquisition
team?
● Build a diverse team of recruiters
● Understand individual team
member personalities and their
unique approaches to teaming
with other recruiters
● Leverage team member strengths
and support weaknesses when
completing recruitment tasks
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5. How can MBTI
be used to build
a diverse Talent
Acquisition
team?
● There are 16 unique MBTI types
● MBTI results show preferences
across 4 categories with a visual
spectrum for each
● Group preference similarities,
view a range of results and
clearly understand team gaps
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6. How does
knowing MBTI
position
recruiters to
communicate
better?
● Almost everything recruiters do
requires communication with
others, and personality affects
how recruiters prefer to
communicate:
○ electronically
○ verbally
○ using structured data
○ unstructured data
○ etc.
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7. How can MBTI help
managers assess
how recruiter’s
approach daily
tasks?
Know each Recruiter’s:
● Method of creating and
executing tasks
● Preferred communication style
● Level of attachment to candidates
and willingness to let them go
● Attention to detail when
following processes
● Flexibility to identify new talent
pools
● Ability to focus on the big picture
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8. How can
understanding
personality types
highlight
recruiter’s
strengths and
weaknesses?
Recruiter’s personalities influence their
ability to:
● Plan a search from front to back
● Make quick decisions on candidates
● Influence hiring managers and
candidates throughout the process
● Compile patterns and produce market
intelligence
● Extract important details on different
requisitions
● Learn from previous engagements
● Adapt to new ways of recruiting
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9. What are a few
common recruiter
tasks?
● Conducting research
● Networking, marketing jobs and
sourcing talent
● Assessing talent
● Selling and negotiating
● Ensuring HR compliance
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10. What recruiter
personality type
shows strength
when conducting
research?
● I - Introversion
○ Why?: Intellectual and
reserved
● N - Intuition
○ Why?: Creative / imaginative
● T - Thinking
○ Why?: Logical and precise
● P - Perceiving
○ Why?: Flexible
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11. What recruiter
personality type
shows strength
when networking,
marketing jobs
and sourcing?
● E - Extroversion
○ Why?: Outgoing
● S - Sensing
○ Why?: Realistic and action
oriented
● T - Thinking
○ Why?: Pragmatic
● P - Perceiving
○ Why?: Spontaneous
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12. Which recruiter
personality type
shows strength
when assessing
talent?
● E - Extroversion
○ Why?: Friendly
● S - Sensing
○ Why?: Practical
● F - Feeling
○ Why?: Helpful
● J - Judging
○ Why?: Organized and
productive
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13. Which recruiter
personality type
shows strength
when selling and
negotiating?
● E - Extroversion
○ Why?: Outgoing
● S - Sensing
○ Why?: Realistic
● T - Thinking
○ Why?: Efficient and
analytical
● J - Judging
○ Why?: Dependable and
orderly
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14. Which recruiter
personality type
shows strength
when working to
ensure HR
compliance?
● I - Introversion
○ Why?: Reserved
● S - Sensing
○ Why?: Realistic
● T - Thinking
○ Why?: Systematic
● J - Judging
○ Why?: Practical
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15. How can
understanding
MBTI preferences
help design
effective Talent
Acquisition teams
and processes?
● Get a sense for how your team is
currently collaborating
● Understand why recruiters have
strengths or weaknesses when
completing certain tasks and
visualize gaps
● Assess potential new team
members for unique attributes
that fulfill team gaps
● Design processes that capitalize
on recruiter strengths
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16. For more information on Willard Powell’s
Talent Advisory and Consultng services visit:
www.willardpowell.com
David C. McInnis
- Founding Partner, Willard Powell
Caroline L. Swanson
- Head of Willard Powell University, Willard Powell
- MBTI Certified Practitioner
- MA in Industrial/Organizational Psychology
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