I feel the same way as @perg and for very similar reasons. I’ve taken it twice with an 8-year span in-between. Both were conducted for the whole department (two different depts.), and we discussed the results with a certified facilitator over a 2–3 day session. The graphs for each team member were provided to all of us. Having the detailed results, having it explained in-depth, and discussing it with others that know you well made it easier to understand the validity of the test results.
It is also not wise to share the 4-letter code with someone who doesn’t know you well; assumptions can easily be made and often incorrectly. If I were asked to take the assessment as part of an interview process, I would politely decline and offer to take it after being hired. Any company or hiring manager that banks on the results to find the ideal candidate clearly does not understand the purpose of personality assessments, such as Myers-Briggs.
For example, @Sarcasm and I share the same four letters and @downtide‘s are the opposite. If all three of us were applying for the same job and the hiring manager felt that the ideal candidate is not an ISTJ, should that automatically rule Sarcasm and me out? Absolutely not, IMO. Sarcasm may be introverted by nature, but that doesn’t mean he can’t be extroverted when the need arises. In fact, using some personality assessment results as part of a selection process could be construed as discrimination.