I’m a Recruiter, which means I’ve read thousands of CVs. And after a while, they all start to look the same. Same structure, same list of tools, same “5+ years of experience.” At some point I stopped and thought, is this really how we choose people?
I’ve always been drawn to human psychology. Understanding why people think the way they think, why they react the way they react, what drives them underneath all the professionalism and polish. So when I came across an MBTI certification program, I signed up without hesitation. I wanted to go deeper. And that workshop genuinely shifted something in me.
Because what I learned wasn’t just a framework. It was a reminder that every person who walks into an interview is carrying a whole inner world with them. A way of processing information. A way of making decisions. A way of showing up under pressure. And none of that lives on a CV.
That’s when I started bringing MBTI into my interviews.
Not as a test. Not as a label. I don’t hand candidates a form or ask them to declare their type. I just ask questions that naturally open things up. How do you make a hard decision when you don’t have all the information? Do you prefer thinking something through on your own first, or do you need to talk it out?
The way someone answers those questions tells me more than five years of experience on a page ever could.
I’m structured, detail-oriented, I take my commitments seriously, and I need things to make sense before I move forward. Knowing that about myself made me realize something important: not everyone operates the way I do. And that’s not a problem. That’s actually the point.
The best teams I’ve seen aren’t built from the same personality type. They’re built from people who complement each other. The big-picture thinker who gets excited about what could be. The grounded one who makes sure things actually get done. The empathetic person who notices when the team is struggling before anyone says a word. The one who asks the uncomfortable question everyone else is avoiding. You need all of them.
There was a candidate that I almost rejected. On paper, they weren’t the strongest. The experience was there, but not in the most obvious way, and their CV didn’t do them justice. But something made me go deeper in the conversation. I started asking questions beyond the role. And what came through was someone with extraordinary self-awareness, a clear understanding of how they work best, and a kind of emotional intelligence I knew would be rare to find again. They got the offer. And they turned out to be one of the best decisions I made that year.
A Simple Framework: The four Questions That Reveal Who Someone Really Is
If you want to start seeing beyond the CV, you don’t need to revamp your entire interview process. You just need to add four questions that reveal how someone actually thinks and operates. Here’s what I use:
1. “Walk me through how you made a recent decision when you didn’t have all the information you wanted.”
What you’re listening for: Do they trust their intuition or do they need concrete data? Do they move quickly or take time to deliberate? Do they consult others or process internally? This reveals their natural decision-making style and how they handle ambiguity.
2. “Tell me about a time you worked with someone whose approach was completely different from yours. How did that go?”
What you’re listening for: Do they even notice different working styles? Do they appreciate diversity or find it frustrating? Can they adapt their communication? This shows self-awareness and flexibility, two things you can’t fake.
3. “When you’re starting something new, where do you naturally begin—with the big picture or the details?”
What you’re listening for: Are they naturally intuitive (seeing patterns and possibilities) or sensing (working with concrete facts and steps)? Neither is better, but one will fit your role better than the other. Listen to how they describe their process, not just their answer.
4. “What energizes you about work, and what drains you?”
What you’re listening for: This is where genuine self-awareness shows up. Can they articulate what conditions help them thrive? Do they know themselves well enough to be honest? The candidates who can answer this clearly are the ones who will communicate their needs, manage their energy, and show up consistently.
How to use this framework:
● Ask these questions after you’ve covered the basics, when the candidate is more relaxed
● Don’t rush their answers: silence is okay, thinking is good
● Watch their energy shift as they talk about different things
● Trust what you observe, not just what they say
● Take notes on patterns, not just content
The Real Work Starts Here
If you’re reading this as a recruiter, a hiring manager, or a leader who makes decisions about people… we carry a lot in this role. The hour we spend with a candidate can genuinely change the direction of their life. That deserves more than a checklist. It deserves real curiosity.
You don’t need to be a certified practitioner to start thinking this way. You just need to slow down. Ask one question that isn’t on your standard list. Create a moment where the person across from you feels safe enough to be honest. Then actually listen, not for the right answer, but for the real one.
The person behind it, with their personality, their self-awareness, their way of seeing the world,
that’s who’s going to show up every single day. That’s who you’re really hiring.
Get curious about them. They’re worth it.
