However, this argument is mistaken, because the imperative against using the MBTI in recruitment is not based on sentiment, but on business need. Using the MBTI in executive recruitment is not providing a premium service. On the contrary, it can lead to poor or even disastrous recruitment decisions, for three main reasons:
* the lack of faking scale
* the lack of predictive validity, and
* the lack of distinction between preference and competence.
Whilst the MBTI questionnaire can be used for some applications that don't require these things (eg: personal development, team building, career counselling), it is not appropriate for those contexts that do (ie executive recruitment).