When I meet new people and tell them I am a researcher at e Harmony, it is usually followed by an array of questions, which I always love answering.
Part of my responsibilities here include developing new personality scales to add to our relationship questionnaire, which we then add to our newest matching models to help people find their matches.
The Myers-Briggs is one of the most popular personality assessments, used by hiring managers at many companies, some government agencies, and even some other online dating sites.
These tests will categorize you into a certain “type” of personality, either giving you 1 of 16 types, labeling you as a “caregiver”, “idealist”, “scientist”, or a number of others.
Here’s a list of why we don’t use it: Carl Jung first theorized different categories of personality back in 1921.
He did this purely based on his own experiences, and not on any type of empirical testing of the theory.
Jung did state that his personality classifications were more rough estimates than actual types, but in the 1940s Katherine Briggs and daughter Isabel Briggs Myers used this as the basis in creating a personality test.
However, neither of them had any actual psychology training, so they collaborated with an HR manager from a Philadelphia bank.
In 1962, their test eventually evolved into the Myers-Briggs Type Indicator that we know today.
Even Jung knew that these types shouldn’t be used as classifications, but rather as guidelines.
There has been some previous research that has revealed that the Myers-Briggs has little to no power in predicting how happy you will be in certain situations, how successful you would be with a certain job or role, or how happy you would be in a relationship with somebody.