Career Personality Test

The MBTI questionnaire was developed by

• Carl Jung & Sigmund Freud

• Paul Costa & Robert McCrae

• John & Srivastava

• Katharine Cook Briggs & Isabel Briggs Myers

When was the MBTI assessment first published?

• 1943

• 1957

• 1962

• 1977

The MBTI also named as

• 16 Personality Factors

• 16 Personality Types

• Big Five Inventory

• Employment Personality Tests

Choose the correct scales that consists in MBTI

• Extraversion (E) – Intuition (N)

• Sensing (S) – Judging (J)

• Thinking (T) – Feeling (F)

• Introversion (I) – Perceiving (P)

The MBTI questionnaire sorts people into one of

• 5 different dimensions of personality

• big 5 traits

• 16 different personality types

• 3 preferences personality

The correct way to take the MBTI test

• Answer the questions quickly, do not over-analyze them

• Analyze and choose the correct answer

• Answer the way you’d like to be seen by others

• Check on the scoring sheet until you get the preferred type of personality

You took MBTI assessment years ago. Is there any reason to take it again?

• No, one time is enough for you to understand yourself.

• No, you could record the result and check back when you need.

• yes, if you are uncertain of your current type.

• Yes, it is necessary to take the test annually in order to track your changes.

MBTI assessment is a personality __________ questionnaire.

• Type

• Trait

• Quality

• Quantity

The MBTI assessment is most often used by

• organizational development professionals, coaches, and consultants, as well as by career counselors and educators.

• individual and relationship counseling, clinical psychology, forensic psychology, school psychology

• some government agencies, such as the Federal Bureau of Investigation (FBI) and the Central Intelligence Agency (CIA)

• Jance

What can the MBTI assessment be used for?

• Diagnose psychological problems as well as to screen candidates for college and employment.

• Clarify a clinical diagnosis, guide therapeutic interventions, and help predict how people may respond in different situations.

• Builds an understanding of strengths and blind spots

• Help predict how people may respond in different situations.