Job candidates are familiar with being tested during the interview process. True, some interview processes are simply a series of meetings with company personnel, but in all honesty, that type of candidate screening is largely subjective.

Some organizations, or departments within organizations, add empirical skills tests into the mix. Highly advanced organizations may even ask candidates to take personality tests, such as the Myers-Briggs Type Indicator.

At first glance, organizations may view personality testing as something only large organizations do, or something that is too advanced or complex to manage. After all, if any particular candidate demonstrates the hard skills and “feels” like a good fit, does her personality traits matter that much? For those organizations looking to capitalize on collective intelligence, those traits do matter—and research shows they are extremely important.

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