What is the 16 Personalities test?

Personality tests have become a popular tool in the hiring process, with 76% of companies using them to assess candidates. The 16 Personalities test, in particular, has gained significant traction, with over 17 million people having taken the assessment. However, the accuracy and effectiveness of this test in hiring remain a topic of debate.In this comprehensive guide, we'll explore the 16 Personalities test from a talent acquisition professional's perspective.

The 16 Personalities test, based on the Myers-Briggs Type Indicator (MBTI), is particularly popular, with 89% of Fortune 100 companies incorporating some form of personality assessment into their hiring practices. Research shows that personality tests can predict job performance with an 86% accuracy rate and teamwork effectiveness with a 90% accuracy rate.

The 16 Personalities Test: A Deeper Dive

The 16 Personalities test, based on the Myers-Briggs Type Indicator (MBTI), categorizes individuals into one of 16 distinct personality types. These types are determined by an individual's preferences in four key areas:

1. Introversion (I) vs. Extroversion (E): This dimension assesses how individuals recharge their energy—whether through solitude or social interactions. Introverts tend to be more reserved and introspective, while extroverts thrive on external stimulation and interaction with others.
2. Sensing (S) vs. Intuition (N): This aspect evaluates how candidates perceive information. Sensing types focus on concrete details and facts, while intuitive types are more interested in patterns, meanings, and possibilities.
3. Thinking (T) vs. Feeling (F): This area reveals how individuals make decisions. Thinking types prioritize logic and objective criteria, while feeling types base their decisions on personal values and emotions.
4. Judging (J) vs. Perceiving (P): This dimension reflects how people approach structure and flexibility in their lives. Judging types prefer planning and organization, while perceiving types are more spontaneous and adaptable.

By combining an individual's preferences in these four areas, the test generates a four-letter personality type, such as INTJ (Introverted, Intuitive, Thinking, Judging) or ESFP (Extroverted, Sensing, Feeling, Perceiving). Each of the 16 personality types has its own unique characteristics, strengths, and potential weaknesses.

For example, the INTJ personality type, also known as the "Architect," is characterized by being strategic, independent, and determined. Their strengths include high standards, visionary thinking, and analytical abilities. On the other hand, the ESFP personality type, or "Entertainer," is known for being enthusiastic, fun-loving, and sociable, with strengths in energy, creativity, and people skills.

Understanding the nuances of each personality type can provide valuable insights into how individuals communicate, work, and make decisions in the workplace. This knowledge can be particularly useful for talent acquisition professionals looking to build high-performing teams and identify candidates who are likely to thrive in specific roles.

The 16 personality types

Here is a list of the 16 personality types with their more commonly used nicknames:

Analysts

• INTJ - The Architect
• INTP - The Thinker
• ENTJ - The Commander
• ENTP - The Debater

Diplomats

• INFJ - The Counselor
• INFP - The Healer
• ENFJ - The Giver
• ENFP - The Campaigner

Sentinels

• ISTJ - The Inspector
• ISFJ - The Defender
• ESTJ - The Supervisor
• ESFJ - The Provider

Explorers

• ISTP - The Crafter
• ISFP - The Adventurer
• ESTP - The Persuader
• ESFP - The Performer

Benefits of the 16 Personalities Test in Hiring

1. Enhanced Understanding of Candidates: The test provides insights into candidates' communication styles, work preferences, and decision-making processes, which can be invaluable in team dynamics.
2. Improved Role Fit: Research indicates that certain personality types, such as ESTJ and ENTJ, are prevalent among successful managers. Understanding these correlations can help identify candidates who are more likely to thrive in specific roles.
3. Cultural Alignment: The test can help assess how well candidates align with your organization's culture. A strong cultural fit can lead to higher employee engagement and retention rates, with studies showing a 42% increase in retention after implementing personality assessments.
4. Facilitated Team Dynamics: By understanding the personality types within a team, organizations can foster better collaboration and communication. For example, 70% of employees believe that personality tests have helped them better understand their colleagues.

Limitations of the 16 Personalities Test

The effectiveness of these tests is not without controversy. While many hiring managers advocate for their use, others question their predictive power, likening them to astrology in terms of reliability. In fact, research shows that 30%-50% of job applicants may provide misleading answers on personality assessments, raising concerns about their validity.

1. Self-Reporting Bias: Many personality tests rely on self-reported data, which can lead to inaccuracies. Candidates may present an idealized version of themselves, skewing results.
2. Potential for Misinterpretation: Personality types do not account for situational behaviors. Just because a candidate identifies as agreeable does not mean they will behave that way under stress or during conflict.
3. Overemphasis on Personality: Relying solely on personality assessments can lead to overlooking essential skills and experiences. While personality is important, it should not be the only factor in hiring decisions.
4. Legal Risks: Some personality tests may inadvertently discriminate against certain groups, leading to potential legal challenges. Employers must ensure that their assessments comply with regulations, such as the Americans with Disabilities Act (ADA).

How to Use the 16 Personalities Test in Hiring

The 16 Personalities test can be a valuable tool in the hiring process, offering insights into candidates' traits, motivations, and preferences. However, it is important to recognize that this test should not serve as the sole basis for hiring decisions. Here are key considerations for effectively using the 16 Personalities test in recruitment:

1. Use as Part of a Multi-Measure Approach

The 16 Personalities test should be one component of a broader evaluation strategy. Combining it with other assessment methods, such as skills assessments, cognitive ability tests, and behavioral interviews, can provide a more comprehensive view of a candidate's suitability for a role. This multi-measure approach allows for a deeper understanding of how candidates will perform in specific job functions and adapt to team dynamics.

2. Avoid Over-Reliance on Personality Types

While the 16 Personalities test can highlight certain traits and preferences, it should not be the only factor in hiring decisions. Candidates may possess skills and experiences that are not fully captured by their personality type. For instance, a candidate identified as an introvert may excel in a collaborative role despite their preference for solitude. Therefore, it is essential to consider a candidate's entire profile, including their work history, skills, and cultural fit.

3. Use Test Results as Discussion Starters

The insights gained from the 16 Personalities test can serve as valuable conversation starters during interviews. Instead of making decisions based solely on the test results, use them to guide discussions about candidates' self-assessed strengths and weaknesses. This approach allows candidates to share their experiences and provide context for their personality traits, helping you gauge their fit for the role and the team.

4. Avoiding Stereotyping and Bias

While personality tests can provide valuable insights, it is crucial to avoid stereotyping candidates based on their results. Hiring managers should be aware of their biases and ensure that they do not make assumptions about a candidate's abilities or fit solely based on their personality type. Training on bias awareness can help mitigate these risks and promote a more inclusive hiring process.

5. Train Hiring Managers on Interpretation

Hiring managers and decision-makers should be trained to interpret the results of the 16 Personalities test accurately. This training can help mitigate biases and ensure that the test is used appropriately in the hiring process. Understanding the limitations of the test can prevent overemphasis on personality types and encourage a more balanced evaluation of candidates.

6. Consider the Role's Requirements

Different roles may require varying levels of personality alignment. For instance, positions that involve extensive teamwork and client interaction may benefit from candidates with extroverted traits, while roles that require deep focus and independent work may be well-suited for introverted individuals. Tailoring the use of the 16 Personalities test to the specific demands of each role can help identify candidates who are likely to thrive in those environments.

7. Monitor for Biases

Be aware of potential biases that can arise from using personality tests in hiring. Some personality types may be favored over others, leading to discriminatory practices. Regularly review your hiring processes and outcomes to ensure that the use of the 16 Personalities test does not inadvertently disadvantage certain groups.

The 16 Personalities test offers valuable insights into candidates' personalities, which can enhance hiring decisions and team dynamics. However, it is essential to approach its use thoughtfully, combining it with other assessment methods and considering the broader context of each candidate's skills and experiences. By implementing best practices and remaining aware of the limitations, talent acquisition professionals can effectively leverage personality assessments to build high-performing teams that contribute to organizational success.

Use Adaface to power up your hiring process

Adaface offers a comprehensive platform that enables organizations to seamlessly integrate personality assessments like the 16 personalities test into their hiring process. With Adaface, you can customize assessments to fit specific roles, ensuring that the personality traits most relevant to the job are evaluated. Additionally, Adaface provides detailed reporting and analysis, helping hiring teams interpret results accurately and make informed decisions. By incorporating the 16 personalities test through Adaface, companies can enhance their understanding of candidate fit, improve team dynamics, and ultimately make better hiring choices.