Part 9/13:
Interestingly, there's a broad misunderstanding about the economic and predictive utility of personality assessment tools. Despite advances showing that predictive models (such as neuropsychological assessments or Big Five inventories) can significantly enhance hiring efficiency (with some tests predicting performance with correlations upwards of 0.6), companies often prefer less accurate, non-informative tests like Myers-Briggs. The reason? These less effective tests are perceived as less threatening and emotionally easier to accept. This reveals a societal preference for comfort over accuracy in performance assessments.