Myers Briggs Type Indicator (MBTI) is a widely used tool for personality assessment. In the corporate world today, it is commonly used. The hiring processes of companies widely use the MBTI tool to analyze an individual’s personality during the hiring process.
Hiring of an individual and the training program are all very expensive elements in the company’s infrastructure. If a hiring manager believes that an individual lacking the necessary personality traits for the particular position can be hired and later expected to change drastically or be trained to fit the company’s profile, it is a far-fetched expectation. It is often impossible to completely mentor an individual to a different personality type.
The requirement of the company must be clearly highlighted before hiring step is taken in order to save the company that much monetary loss. This being the reason for several companies to undertake the task of listing out the specific personality traits that need to present in a candidate before he/she is hired or taken on board.
MBTI is one such tool that most organizations tend to use to make the concept of personality known to hiring managers. This process is used both in internal promotions and external hiring situations. The MBTI tool, in principle, groups of individuals based on four sets of contradictory personality traits namely extraversion-intraversion; sensing-intuition; thinking-feeling; judging-perceiving. The permutations of these qualities are made into a chart of MBTI indicator. The types of personalities are decided. The learning styles of individuals are also assessed as per the indicator. MBTI indicator is complex in more ways than one. The MBTI personality types are a combination of four specific trait styles.
MBTI, as a tool, restricts individual responses by the directness of the items of the questionnaire, in the sense that it has very closed questions which are quite direct. The items here tend to put one in a box rather than giving a detailed description of the individual. Since the need of businesses is more relevant to understanding the subjective nuances of individual personality, MBTI is not the best option. MBTI is a rather complex inventory of individual traits that lead one to responding within set restrictions.
The primary difference between DiSC and MBTI, is that MBTI is a personality assessment tool and DiSC is a behavioral tool. Personality as we know is composed of our innate characteristics, it is stable and is therefore quite difficult to change. Behavior on the other hand is the outward expression of personality – it’s what people observe and experience about us. Our behavior changes constantly based on people and circumstances around us, this makes behavior easy to modify. DiSC looks to positively modify our easily adaptable behavior.
The concept of DiSC is evidently more important in their expanse. DiSC relies on the memorable representation of the characteristics of individuals. It indicates the DiSC style in which individuals function generally in terms of their behavioral priorities. The generic idea is to understand the behavioral traits of people at work by analyzing their responses.
DiSC provides leverage for open-ended responses in order to allow the assessment of behaviors to be made using better implications and assessment tools. The report is expansive and directs the behavioral traits according to the responses provided by the individual. The report is extensive in its reach by allowing individuals to focus on each trait that they may even possess remotely. It gives pointers on particular behaviors and improvement of communication by adhering to basic principles of effective communication. An individual gains insight into every characteristic that the individual may possess in terms of workplace attitude. The improvement in these aspects leads to overall enhanced productivity and career growth of the individual.