Do personality tests work? - Merve Emre

In 1942, Katherine Cook Briggs and Isabel Briggs Myers developed the MBTI, which became one of the most widely used personality tests. Today, personality testing is a multi-billion dollar industry. However, the video argues that tests like the MBTI, Big Five, DiSC, Process Communication Model, and Enneagram do not actually reveal truths about personality, and whether personality is a stable, measurable feature is debatable.

A major problem lies in the construction of these tests. They use different metrics, like introversion/extroversion for MBTI or five traits for the Big Five. Most are self-reported, making them susceptible to dishonesty and difficult for objective self-evaluation. People often unconsciously aim to please, showing bias towards answers they believe are desired, and forced-choice questions can lead to inconsistent results.

Due to design flaws, test results are often inconsistent. One study found that nearly half of MBTI takers received a different type upon re-taking the test just five weeks later. Moreover, people with similar scores are placed in different categories, indicating that strict divisions don't reflect real-life nuances.

The definitions of personality traits are constantly shifting. Carl Jung's original definitions of introvert and extrovert have changed over time, from adhering to principles versus molding oneself to shyness/outgoingness, and currently to finding alone time restorative versus drawing energy from social interaction, with ambiverts in between.

Many tests assume an innate, unchanging personality, but research suggests that personality shifts during key periods like school years or starting work. While some behavioral features remain stable, others are malleable, shaped by upbringing, life experiences, and age.

While individual use of these tests might offer some self-discovery, their broader application has significant implications. Schools use them for academic and career guidance, and companies use them for hiring decisions. However, the results don't reliably predict job performance, potentially depriving individuals of opportunities they could excel in or discouraging them from certain career paths.