Personality types of 194 managers and college students were assessed using an abbreviated version of the Myers-Briggs Type Indicator. Subjects were presented copies of four job-application formats, each corresponding to one of the four possible combinations of preferences for perception and judgment, and were asked to rank the applications. Significant associations were found between subjects' personality types and their preferences for job-application formats, indicating a possible prescreening phenomenon at the application stage of the recruitment process. Implications for organizational recruiting were discussed.
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