It seems to be a trend for companies and organizations to ask for personality types on job applications. I understand that we are all excited about these typologies, and have found them beneficial in both our personal and professional lives. I am one such person.

However, I would caution any organization against using personality type information on job applications.

Here are some reasons why:

• Knowing a person’s personality type only gives you insights into the stereotypes of that personality. A personality type does not speak to the complexity and dynamic attributes of an individual.

• We often carry misconceptions about the types. Many people think that all extroverts are outgoing and friendly, while all introverts are quiet and shy. Many would be surprised by the broad spectrum of the introvert/extrovert scale, and might often mistype people according to their own bias.

• Deciding that certain personality types are a better fit for a job than others could be a huge detriment to your company and team. A personality you wouldn’t normally consider might add a new perspective and a depth to the work that would never be realized without variety.

• Not everyone has done the work to fully understand themselves and their personality type. The Enneagram is a great example of a typology that cannot simply be determined by a test. The Enneagram requires self-realization and discovery, and suggests that we are all at different levels of health on our own personal growth journeys.

• Honestly, it’s just a form of an unfair and, ultimately, unhelpful discrimination practice. Personality typologies should be used by individuals as a means of self-discovery and growth, or in groups in the context of relationship and trust.

Instead of asking for personality typing information

• Have a thorough and well thought through job description.

• Have clear expectations, knowing exactly what skills are necessary for the job.

• Ask good questions during the application process that will give you insights in determining whether to move forward with each candidate.

• Take your time in hiring. Let your team meet the finalists and observe how well each candidates interacts with team and fits in with the organizational culture.

• Have an open mind, consider past experiences and craft the application process in such a way that will allow you to gauge the potential of each candidate.

• Know yourself as a leader and be confident in your ability to get to know the candidates well to hire appropriately and fill company and team needs.