Sometimes in the real world canidates A,B and C all seem to be equal in almost all regards, at that point meyers-briggs could be used to disambiguate the selection perhaps with slightly better results then a die roll on a d20. Personally, I have noticed making long-term selections repeatedly is extremely mentally, emotionally, and also feels very physically draining, saying I have 100 to 300 selections to fill positions that need to be filled. Perhaps 20 to 50 percent of the applicants for each pool are all about equally valid by normal "scientific" criteria. How can I rest easier and sleep sounder at night and get criticized less for somewhat arbitrary choices that someone from upper management might want to bring down upon my head? This is most likely where meyers-briggs is used. Thoughts?