MBTI SEBAGAI TOLAK UKUR PENERIMAAN KARYAWAN
DOI:
https://doi.org/10.17977/um070v2i22022p78-82Keywords:
MBTI, penerimaan kerja, perekrutan, profesi, lamaran pekerjaan, tes seleksiAbstract
Abstract
Along with the increasing supply of labor, the competition for jobs is also increasingly difficult, companies are also increasingly selective in recruiting new employees to fit the expected criteria through various selection methods, one of which is common and has long been used by various leading companies is Myers - Briggs Type Indicator (MBTI), but the question arises whether the use of MBTI as a benchmark for employee acceptance is still relevant and effective to use? The purpose of this study was to prove the relevance of the use of the MBTI test in employee recruitment, the research was conducted using the literature review method or literature study. it can be concluded that it is still relevant to be used in the final recruitment stage, but not as a determinant of whether a candidate is accepted or not, but only for the process of placing colleagues in order to facilitate the process of mutual understanding for performance effectiveness.
Keywords: MBTI, job acceptance, recruitment, profession, job application, selection test.
Abstrak
Seiring dengan bertambahnya penawaran tenaga kerja, persaingan untuk mendapatkan kerja juga semakin sulit, perusahaan juga semakin selektif dalam merekrut karyawan baru agar sesuai dengan kriteria yang diharapkan melalui berbagai metode seleksi, salah satu yang umum dan sudah lama digunakan oleh berbagai perusahaan terkemuka adalah Myers - Briggs Type Indicator (MBTI), namun timbul pertanyaan apakah penggunaan MBTI sebagai tolak ukur penerimaan karyawan masih relevan dan efektif untuk digunakan? Tujuan dari penelitian ini adalah untuk membuktikan relevansi dari penggunaan tes MBTI dalam perekrutan karyawan, penelitian dilakukan dengan menggunakan metode literature review atau studi kepustakaan, dari hasil penelitian didapatkan bahwa tes MBTI kurang terbukti reabilitas dan validitasnya, namun tetap memiliki manfaat dalam proses rekrutmen, dengan demikian dapat disimpulkan bahwa masih relevan untuk digunakan dalam tahap rekrutmen akhir, namun bukan sebagai penentu diterima atau tidaknya seorang kandidat, melainkan hanya untuk proses penempatan rekan kerja agar memudahkan proses saling memahami untuk efektivitas kinerja
Kata kunci: MBTI, penerimaan kerja, perekrutan, profesi, lamaran pekerjaan, tes seleksi
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