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Myers-Briggs®

I’ve got a few random questions…

Said the candidate I was interviewing for a senior position in a client company.

Brilliant. I love random questions. I was hoping he’d ask things like “What’s the capital of Lithuania?” or “How many wasabi peas can you fit in a smarties tube?” but no.

This man was an ESTJ and ESTJs don’t really do random.

Corporate Governance. Culture. Headcount. Productivity. Profitability. His questions were carefully structured. Ordered. Specific. Relevant. Succinct.

ESTJ is one of the 16 personality types in the Myers-Briggs® Personality Profiling model. Those with a preference for ESTJ (Extraversion – Sensing – Thinking and Judgement) tend to deal in concrete facts.

They often make strong leaders; natural architects of efficient systems and processes. The ESTJ pays  great attention to detail.

He or she respects rules, law and order. (I bet if traffic wardens did a survey, they’d rarely find an ESTJ that had illegally parked).

Sometimes overly demanding and critical of those who under-perform to their standards or disagree with their ‘black and white’ view of the world, the ESTJ can appear aggressive or impatient with others if they are not careful.

The ESTJ prefers logic and objectivity to emotion. When under stress, the usually vocal ESTJ may feel isolated and find it hard to express his or her feelings.

ESTJs work hard, are reliable and pragmatic in their approach. They like to see results and they like to see them quickly.

They may not naturally think too far outside the box but they will put a huge amount of effort into making sure what’s in the box runs smoothly.

So, my candidate may not have learned  who I would most like to be stranded with on a dessert island or what colour my first car was but he did get all the answers to his questions about the company he was considering joining.

And I got an insight into his ESTJ world – logical, methodical, detail focused and standards driven.

A final word of caution however. Myers Briggs is a great tool for understanding how a person prefers to work, how they might interact within a team or what their personal development needs might be…but it cannot be used to determine their competence to do the job.  If you are recruiting, you need to test that some other way.

If you’d like to know more about Myers Briggs, listen to our podcasts, check out our special offer on  Myers-Briggs courses or give us a call.

And, in case you were wondering, you can get at least 42 wasabi peas into a smarties tube. I’ve tried.

Posted by admin,
27th September 2010, 8:39pm

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