Mark Rogers

I get it. It just doesn’t make sense to you that a series of questions about what you believe, or how much you agree with seemingly unrelated statements, could predict whether a candidate will be good at a particular job. There are plenty of (mostly uninformed) articles out there questioning the value of behavioral tests in employment situations. A recent Wall Street Journal article proposes that they are discriminatory. A Forbes article slams the use of the Meyers-Briggs.

It’s not unreasonable to question their role in selection. But this is where the science of psychology comes in. I might question how laying in a tube that makes a bunch of noise can tell my doctor whether I have a problem with my upper intestine – but then they explain the science of a CT scan to me, and what they are looking for, and their track record of diagnosing these problems with this methodology, and I’m willing to lay there for a while.

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