I have passed the previous rounds of written exams and interviews, but after completing the MBTI test sent by the company, I have not received any news of the final interview. Recently, fresh graduate Xiaoyu told reporters that she did not meet the company's requirements in the MBTI test during the application process and was unable to attend the final interview. MBTI stands for Myers Briggs Type Indicator and is a personality classification tool based on psychological theory. This testing method divides personality into 4 binary dimensions and 16 types, aiming to help people understand their own and others' personality traits, behavioral preferences, thinking patterns, etc. The reporter learned that many companies have incorporated personality tests such as MBTI into their recruitment process and linked the test results with the employment results, becoming a barrier in front of job seekers. Some experts believe that the personality traits of job seekers do not necessarily represent their performance in the workplace. If employers link test results to whether they are hired, it may constitute employment discrimination. Experts suggest that companies should carefully use personality tests such as MBTI as mandatory screening indicators, and should clarify recruitment standards based on actual business needs. E-people come first, "" P-people are not to be disturbed, "" My MBTI is INFP (introverted, intuitive, emotional, perceptual). I have applied to many companies on a certain recruitment software, but after being asked about MBTI, there has been no follow-up. "Xiaoyu told reporters that she saw someone analyzing online that" N will make people think you are too ambitious, F will make people think you are emotional, P will make people think you have no plan to love and 'show off', "and she happened to be in all three. The reporter found on multiple online recruitment platforms that many companies have requirements for job seekers' MBTI in their recruitment details, such as "providing MBTI personality test results along with the resume", "E person (extroverted personality) J person (judgmental personality, planned and logical) priority", "P person (perceptual personality, flexible and casual) do not disturb", etc. Xiaoyu is a master's student at a 985 university in Beijing. During her time at school, she has published papers and had multiple internship experiences related to her position. I think I am professionally matched and competitive in this position. Being rejected by the company based solely on a personality test result left her confused. We asked the candidate MBTI mainly to see their thinking patterns, in order to efficiently understand the candidate's matching situation with existing teams and positions The HR (Human Resources Manager) of a certain company told reporters. For example, the direction of copywriting planning tends to choose N or F people; Administrative clerical positions are more inclined to choose I and J personnel. On a certain social platform, many of the content with high likes and collections includes "MBTI ranking in HR's eyes", "high score personality test sharing", "tailor-made MBTI courses for job seekers", and so on. I will deliberately fill in the MBTI results according to the type that the company wants, and try not to expose myself, "said a netizen. Or does the MBTI test, as a tool for companies to understand job seekers, constitute employment discrimination? Is it scientific? Human personality is very complex, and what MBTI measures is only a tendency, which cannot be simply classified by binary classification A psychology professional told reporters. The quality of the currently popular MBTI test questions varies greatly, and their credibility and reliability are questionable. Moreover, job seekers may consciously 'disguise their personality' during testing, so just looking at MBTI cannot guarantee that companies will hire the people they want The expert stated, "However, using MBTI as a reference can play a certain auxiliary role in team management." Shi Jingwei, an assistant researcher at the School of Economics and Law of East China University of Political Science and Law, pointed out that companies that require workers to undergo MBTI testing do not violate labor laws, but if the test results are linked to whether or not to hire, it clearly constitutes discrimination against job seekers with specific "personalities". In addition, this practice will also infringe on the right of workers to freely choose their careers, such as restricting the career choice space of 'P people' workers. According to the relevant provisions of China's labor law and employment promotion law, all tests during the employment period, including so-called personality tests, psychological tests, and physical examinations, should be related to the profession. "A professor from the School of Labor Economics at Capital University of Economics and Business told reporters," The correlation between workers' personalities and occupational cognitive conditions is controversial. If employers cannot prove that the relevant tests are based on reasonable job requirements, requiring workers to complete the tests during the job search stage does not comply with legal provisions, and even constitutes employment discrimination. "The current law currently lacks more specific regulations on the factors that lead to employment discrimination. The sentence is:. In China's labor law, there are principle provisions that prohibit discrimination against workers in employment based on ethnicity, race, gender, etc. However, there is a lack of more detailed regulations on factors such as education, health status, zodiac signs, personality tests, etc. In practice, employment discrimination in related areas is relatively common, "said Zhang Yeyang, a practicing lawyer at Beijing Strategy Law Firm. In November 2024, the Ministry of Education issued the "Notice on Doing a Good Job in Employment and Entrepreneurship for the 2025 National College Graduates", which clearly stated the need to "improve the level of employment security for college graduates" and "actively create a fair employment environment". Several experts suggest that companies should carefully use personality tests such as MBTI as mandatory screening indicators in the recruitment process to avoid affecting the fair employment of workers. Shi Jingwei suggests that if companies want to understand the personality traits of their employees, they can conduct relevant personality tests for them after they join and reach a consensus through negotiation, and then assign them to more suitable positions based on their wishes and personalities. Employers cannot reject job seekers based on certain personality traits, as this approach not only incurs significant compliance costs but also concerns the company's reputation, "said Shi Jingwei. Zhang Yeyang suggested that labor supervision departments should strengthen law enforcement and guidance to make enterprises realize that using personality tests as recruitment criteria is not conducive to attracting outstanding talents. For many job seekers, due to the dominant position of companies in recruitment, many choose to passively accept their requests. If a job seeker has already devoted a lot of time and energy to job hunting, but still suffers from discrimination due to reasons such as a mismatch in the MBTI personality test, job seekers can bravely defend their right to freedom of choice, such as refusing unreasonable demands from employers, or protecting their legitimate rights and interests through timely reporting to the labor inspection team or filing a lawsuit with the court, "said Shi Jingwei. (New Society)