The confusion here in the discussion may be because the publisher/test distributor for MBTI previously distributed the OTCI. The two assessments are very different in type of questions and purpose.

And let’s face it – everything in our market is subjective. I saw something I liked and you may have an entirely different body of experience. That’s what makes public forums and discussion so valuable. So, although you may have good reason for doing so, I’d encourage people to try and post even an anonymous thought or two on what I’ve written. We’d all be better off for it.

@Matt – Great comment, thank you. One concern I’m hearing is that Kenexa really lacks strong product management and maybe is a bit scatter-shot in their packaging and deployment. Any thoughts you can share on this?

@Jason S – I’m going to have to verify whether it’s MBTI or something more robust. I would agree with your concerns if it’s solely MBTI-based. Perhaps someone from Kenexa reading this could weigh in with clarifications. Great catch Jason.

@Jason L – You know Jason, you may be right. Remember I said you guys were smarter than me? Perhaps the piece that is a commodity is the actual creative itself. In other words, would Kenexa be better served in designing the campaign and leaving the fulfillment to a third-party? You’re correct in that it’s the innovative design (combined with the underlying research and analytics) that make this such a compelling story. Great thoughts as always, thank you.

@Meghan – Many have complained to me that the Regeneron story is a few years old. What I didn’t share was the story on Navy Medical Center… or Whirlpool… or Otsuka. You’re right in stating that we need more visible case studies to take that theory of what’s possible into the reality of what’s probable. Thanks so much Meghan.

I have had some experience with Kenexa and agree that they are doing some great work in this area. However, I would have to disagree with your comments regarding their employer branding practice because I think it’s not only a differentiator for their practice, but it’s also a key component to what makes their process differently. In the Regeneron example above, it is their branding practice that drove the creation of “The Five” which then fueled the selection model. I’d encourage you to take a closer look at their branding approach because I think that it’s one of the best in the industry. I hope that they continue to invest in and expand it because many of the firms out there who are doing employer branding work are really focusing on surface level recruitment advertising that isn’t terribly effective. Kenexa’s process is much more robust and spans beyond just recruitment into culture and leadership.

My two cents.