The Myers-Bricks Recruitment Method

London 1st April 2006 - Recruitment agents nationwide are buzzing about the latest innovation within recruitment - the Myers-Bricks Method. Recruitment is traditionally an extremely difficult field, marred by a combination of IQ-tests, personal aptitude analysis, interviews and the like - all of whom are relatively inefficient methods in assessing an employee's long-term potential or aptitude for a job.

"This is the simplest, most effective model I have seen to date" mused one recruitment specialist earlier today at the press conference.

The Myers-Bricks method breaks new ground by using toys and analysing the type of play individuals engage in as a way to quickly and effectively determine aptitude for different fields. As one of the specialists in the Myers-Bricks method explained:

"Put about 1000 bricks in some  particular order in a closed room with an open window. Then send 2 or 3  candidates in the room and close the door. Leave them alone and come  back after 6 hours and then analyse the situation.

If they are  counting the bricks: Put them in the Accounts Department.

If they  are recounting them: Put them in Auditing.

If they have messed up  the whole place with the bricks: Put them in Engineering.

If  they are arranging the bricks in some strange order: Put them in Planning.

If they are throwing the bricks at each other: Put them in Operations.

If they are sleeping: Put them in Security.

If they have broken the bricks into pieces: Put them in Information Technology.

If they are sitting idle: Put them in Human Resources.

If they say they have tried different combinations, yet not a brick has been moved: Put them in Sales.

If they have already left for the day: Put them in Marketing.

If they are staring out of the window: Put them on Strategic Planning.

And then last but not least! If they are talking to each other and not a single brick has been moved:  Congratulate them and put them in Top Management.

As you can see, this relatively simple method highlights the strenghts and weaknesses in candidates quickly, and is a very effective method to recruit people for a diversity of jobs in one sitting", he concluded.

 

(editor's note: this is an amusing account of a non-existent press-conference concerning an entirely fictional recruitment method)

Comments

[Cecilia]

OK OK as mentioned this is a joke, but it seems a lot of people are stumbling on this, probably in search of the real method, which is incidentally called Myers - Briggs..

Here's an example of a test
http://www.humanmetrics.com/cgi-win/JTypes1.htm

[Prasanth Kumar]

Need to learn some recent using receruitment methods and techniques so that i update myself to defend the market.
so if you can send on my mail i be very thankful to you.
Prasanth Kumar