Using Myers Briggs Type Indicator (MBTI) to Build and Manage Talent Acquisition Teams
2 likes543 views
The document discusses the use of the Myers-Briggs Type Indicator (MBTI) in building and managing talent acquisition teams. It highlights how understanding personality types can enhance team dynamics, improve communication, and optimize recruitment processes. The MBTI can help identify strengths and weaknesses of recruiters, enabling the formation of diverse teams and effective recruitment strategies.
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 2
- 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 3
- 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 4
- 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 5
- 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. 6
- 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 7
- 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 8
- 9. What are a few common recruiter tasks? ● Conducting research ● Networking, marketing jobs and sourcing talent ● Assessing talent ● Selling and negotiating ● Ensuring HR compliance 9
- 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 10
- 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 11
- 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 12
- 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 13
- 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 14
- 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 15
- 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 16