‍What is a 16 personality type test?

The Myers-Briggs Type Indicator, generally known as the MBTI, and the 16 personality types test were both developed in accordance with the theories of Carl Jung, Isabel Briggs Myers, and Katharine Cook Briggs.

These assessments are used by HR professionals to learn more about their candidates as well as to acquire an understanding of their information-processing, conclusion-making, and energy-sourcing styles. 16 personality test will tell you something about a candidate's personality, but it also tells you more. It can also provide you with extra information about how they might fit into your team.

You can use this test for any job role, but we advise against using it as your only method of candidate evaluation. Instead, take the 16 personality test to learn more about your applicants and use that information as the foundation for discussions about their future responsibilities and skill sets. Continue reading to learn more about the 16 different personality types.

Why personality tests are important during the hiring process

We have already mentioned that personality tests will indicate how candidates are likely to work with your team members, but there are two other reasons why personality tests should be utilized during the hiring process. 

Find out how your candidates’ personalities align with your company culture‍

It's crucial to consider how well your applicants will mesh with the culture of your business. Top companies want to hire people who will fit well into their business, and a personality test is one way to find out if a candidate will do this.

They can assist you in determining whether the candidates have the same morals and work ethics as your business. Research by Mckinsey, which shows that qualities and values influence how you could think about selection, brought this to light. Particularly in the context of agile teams, great teams depend on personality, habits, and values for agility.

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Predict the potential success of a candidate

You can utilize the results of the 16 personality type tests to learn more about the personalities of your prospects. According to 71% of HR experts, personality assessments can also be used to forecast behavior relevant to a particular job.

When combined with other assessments, personality tests can help you identify the specific areas in which your candidates are most likely to excel in terms of behavior and potential task completion.
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The optimal time to employ personality tests is at the start of your hiring process. This is so that you may base your interview questions on the test findings once you've learned more about the personality of your prospect.If you want to understand more about your applicants before the interview, you might decide to use a video custom question or a typical essay custom question. You should utilize these unique questions in conjunction with personality assessments to further modify your hiring procedure

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How to interpret the results of a 16 personality types test

Interpreting the results of a 16 personality types test is critical to your hiring decision. There are four main categories that your candidates can fall into:

• Candidates who are introverts vs those who are extroverts
• Candidates who sense information vs those who augment information with intuition
• Candidates who prefer thinking logically vs those who prefer making decisions based on feeling
• Candidates who like to make decisions and judge information vs those who like to perceive new information

You can have one of 16 different personality types depending on how these essential personality traits are combined. You will receive test results after your applicants have finished it in the form of a string of letters, such as "ENTJ." Here are some descriptions of the 16 personality types.

• ‍Extraverted Intuitive Thinking Judging (ENTJ): Leadership comes naturally to candidates with ENTJ personality types. They are determined and won't let anything stop them from following their plans. They confidently offer commands and deliver instructions, leading their team in the right direction. If your candidate reflects the ENTJ personality type, they will be able to identify the tasks that need to be finished straight away and direct their team members in the proper path.‍
• Extraverted Intuitive Thinking Perceiving (ENTP): An ENTP personality type candidate is often perceptive and intelligent. They can analyze problems that require a solution, communicate their ideas to the team, and take pleasure in solving concerns. They can be described as upbeat and considerate, and they develop strong ties with their coworkers.‍
• Introverted Sensing Thinking Judging (INTJ): One characteristic of the INTJ personality type is the ability to overcome difficulties by implementing specific techniques and moving forward incrementally. Candidates with this personality type are more motivated by working alone than by collaborating with others. They carefully prepare how they will approach activities and favor structured environments over chaotic ones.‍
• Introverted Intuitive Thinking Perceiving (INTP): Precision in the communication of particular information is a characteristic shared by INTP personality types. They are rational thinkers that prioritize creativity and favor situations that foster innovation. When teams are faced with complicated problems, INTP personality types support them by contributing ideas that will help the team as a whole.

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The advantages of a 16 personality types test

There’s no doubt that using a 16 personality types test can be beneficial in many ways. Using this test will help you to:

• Make the right hire to enhance team cohesion 
• Discover where certain training opportunities might be required 
• Consider an opportunity to gain more details on your candidates’ personalities in a short space of time

Find out what types of personality tests we use in our selection processes and how we can help you to find best candidates. Book a call today!

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