These types of tests have been used ever since professional management was invented as a skill separate from actually being able to do anything economically useful.
I suggest that anyone who has to work in an organization that uses these types of tests read "The Organization Man" by William H. Whyte. Some key chapters are online here: http://www.writing.upenn.edu/~afilreis/50s/whyte-main.html However, what is not online is the Appendix, titled "How To Cheat on Personality Tests". The book was published in 1956.
Whyte doesn't suggest that you cheat on personality tests just because you are greedy, or because corporations are evil and you have to survive, or anything radical like that. It is clear from the book that Whyte is the kind of guy who presumes that most people are well-intentioned, that managers probably want to hire the best, and they need these scores to cover their ass, so people should give the correct answers on tests so managers can then pick the good guys and promote them.
Meyer-Briggs and Minnesota Multi-Phasic whatchamacallits have never been shown to be of any practical use, and their pointlessness has been known for decades.
"The Organization Man" is one of the funniest books I have ever read, but I think it is only funny if you have been exposed to Organization Men enough to recogize the traits he points out, and it is a kind of dry, no-punch line humour that I associate with old men who are constantly laughing at you inside. For the enjoyment of Slashdot I will reproduce here a couple of paragraphs from the "How to Cheat on Personality Tests" chapter:
"The important thing to realize is that you don't win a good score: you avoid a bad one. (...) Sometimes it is perfectly all right for you to score in the 80th or 90th percentile; if you are being tested, for example, to see if you would make a good chemist, a score indicating that you are likely to be more reflective than ninety out of a hundred adults might not harm you and might even do you some good."
"By and large, however, your safety lies in getting a score somewhere between the 40th and 60th percentiles, which is to say, you should try to answer as if you were like everyone else is supposed to be. This is not always too easy to figure out, of course, and this is one of the reasons why I will go into some detail in the following paragraphs on the principal types of questions. When in doubt, however, there are two general rules you can follow: (1) When asked for word associations or comments about the world, give the most convential, run-of-the-mill, pedestrian answer possible. (2) To settle the most beneficial answer to any question, repeat to yourself:
a) I loved my father and my mother, but my father a little bit more
b) I like things pretty well the way they are
c) I never worry much about anything
d) I don't care for books or music much
e) I love my wife and children
f) I don't let them get in the way of company work"
You know what is the saddest about these personality tests ? This guide to cheating on them was written just a few years after the basic ones became popular (they were developed in the 20's and 30's, came into use and were standardized (and also statistically tested and proven worthless) in the bureaucracy of WWII, and The Organization Man was published in '56), but the cheat guide works perfectly well even for tests developed long after the cheat guide was written.
You can take a computer administered test developed in the last few years by the best minds in modern management theory, and cheat it with a guide written over 50 years ago.