[Loughla]

Do personality tests see regular use in hiring and promotion? What are some examples of that? My workplaces have offered those sorts of things as professional development, but not for direct promotion or hiring practices. I would be fascinated to see the outcome of a place that does use those things in that way.

[detourdog]

Long ago the first place I worked developed a HyperCard stack for Myers-Briggs evaluations for a specific company. The company used it as tool to improve communications between existing employees. The purpose is to give everyone the same language. Fundamentally one is not in simply one category but can move through all the categories based on their current state and context.

Helping people have language to express this thoughts has value.

Misuse of any tool is a problem.

[Velofellow]

In my experience yes - At an earlier role, all employees were subjected to a DISC assessment at hire. This was at the headquarter office of a large real estate franchise. Results were kept in your file, and were a big component during reviews.

The biggest flavor-aid drinkers at the company used their assessment results as shorthand to either justify shitty behavior: "oh, person X is a 'High-D', of course that's why they co-opted the meeting, were abrasive, made everyone else feel small and insignificant". If you did not test with a high decisiveness level, it was absolutely brought up in promotion conversations. High-D, High-S etc. all became quick qualifiers to know where someone's career was headed.

Knowing strong dominance was likely an attribute valued by the company, I took the assessment with that in mind, resulting in a high dominance level (I'm probably middle of the road). That it was so easy to game made me loose all respect in their application of these assessments.