Consider screening job candidates for conscientiousness—and the other Big Five traits, depending on the criteria your organization finds most important. Other aspects, such as core self-evaluation or narcissism, may be relevant in certain situations.

Although the MBTI has faults, you can use it in training and development to help employees better understand each other, open up communication in work groups, and possibly reduce conflicts.

Evaluate jobs, work groups, and your organization to determine the optimal personality fit.

Take into account situational factors when evaluating observable personality traits, and lower the situation strength to better ascertain personality characteristics.

The more you consider people’s cultural differences, the better you will be able to determine their work behavior and create a positive organizational climate that performs well.