Tool for Better Interviewing and Candidate Assessment

The full article appears at

Here are what I believe to be the key take-aways (direct or slightly edited quotes from the article):

Whatever the results they should never be used for screening candidates. The four styles represent preferences not competencies. That’s why they should not be used for screening purposes.

When the BEST test is used properly (and all of the Jung-based variants, i.e., DISC, PI, MBTI, etc.) it will you help you hire better people.

When interviewing, you can increase your objectivity by taking on the traits of your least dominant style – this is your diagonal opposite. This step alone will reduce your potential hiring mistakes by 50-75%.

Let me know what you think!

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