A simple test to tell if your HR department is needlessly wasting money.

Every year — often at the request of corporate HR managers —  an estimated 2 million people take the Myers-Briggs Type Indicator test. It’s reported that 89 of the Fortune 100 still use it to determine the personality “types” of current and future employees so they can be assigned appropriate training and responsibilities.

Okay, so here’s the test: Are you giving your employees the Myers-Briggs test? If you answered Yes, then you’re wasting money. And here’s why.

When a scientific test isn’t exactly scientific.

Back in 1921, Carl Jung suggested that humans broke down into several distinct personality types (based on his own personal observations). But he never tested his theory in a controlled setting, and even admitted to the idea’s huge, inherent flaws.

Regardless, in 1942 his theory was adapted by Isabel Myers and Katharine Cook Briggs to create their now-famous test.

The basic idea is that knowing your personality type, and those of others, will help you interact more effectively with colleagues.

Unfortunately, while the two Americans were astute observers of human behavior, neither had any formal education in psychology. So no scientific rigor was ever applied to prove the test’s effectiveness.

Thousands of professional psychologists have evaluated the century-old Myers-Briggs, [and] found it to be inaccurate and arbitrary…

Not surprisingly, the test has since been widely discredited by the scientific community. But the test is nonetheless still popular with organizations concerned about their employees’ communication and collaboration. And that’s a shame.

How the Myers-Briggs test does more damage than good.

Since CFOs rarely give HR departments unlimited resources and budgets, most have to be judicious about where they spend it. And given that the Myer-Briggs test costs anywhere between $15-$40 per person, HR departments are spending a lot of money on something with a pretty dubious Return On Investment.

It makes more sense to put (a lot less) money into something with a proven ROI like tibbr, the Enterprise Social Networking Platform.

Links to learn why tibbr is a better use of your HR budget:

• It helps employees succeed whether they’re an introvert or extrovert
• It helps employees interact more effectively with colleagues
• It helps on-board new employees better and faster
• And it helps the entire company be more productive.

With so many benefits to HR (and to the company at large), tibbr is a smarter use of your ever-tightening budget. To experience all the other cost-effective ways tibbr can help your HR department, get a free trial of the tibbr platform now.