created using Envato The Myers-Briggs Type Indicator has zero predictive validity for job performance. Yet it generates $20 million annually and remains one of the most popular workplace assessments. How did this happen? → Appealing narrative (16 distinct types feel personalised) → Positive framing (no "bad" types) → Low threat (people enjoy the results) → Simplicity (easy to remember and discuss) → Cultural momentum (organisations invest for decades) Here's what troubles me

Understanding Graphology and Its Limitations Graphology, or handwriting analysis, claims to provide insights into an individual's personality and potential job performance. However, it has essentially zero predictive validity for job performance. Despite this, some organisations still rely on it. Why is that the case? The answer lies in its superficial appeal. Graphology feels scientific. It generates detailed reports that can impress stakeholders. Additionally, candidates r

created using Envato Most organisations are still using 1998 data to make million-dollar hiring decisions. Here's what changed: Schmidt & Hunter's classic meta-analysis shaped talent acquisition for 25 years. But Sackett et al.'s 2022 update reveals the landscape has shifted dramatically. The top three predictors remain strong, but several "tried and true" methods dropped 10-20% in validity. Why? Technology changed how we assess. Remote work changed what we measure. And algor