Complete Breakdown of The 16 Personalities Test

The 16 Personalities Test is a free personality assessment that categorizes people into 16 personality types based on five independent spectrums: Mind, Energy, Nature, Tactics, and Identity.

The test is available on the 16Personalities website and can be taken by anyone who wants to learn more about their personality type. 

This test is based on research-backed profiles of 16 personality types, and it can provide insight into how a person makes decisions, interacts with others, and processes information. 

Please, understand that the test is not a tool designed to look for dysfunction or abnormality, and no one personality type is “best” or “better” than another. The results of the test can be used to gain insight into how a person processes information, how they reach conclusions and make decisions, and where they source their energy. 

HR professionals use the test to find out more about their candidates, and 71% of HR professionals indicate that personality tests can also help to predict job-related behavior.

The 16Personalities test is a free, self-report personality test that assesses four dichotomies.

Myers-Briggs Type Indicator (MBTI)

The 16 Personalities Test, also known as the Myers-Briggs Type Indicator (MBTI), is a widely used and popular self-assessment tool designed to help individuals gain insights into their personality preferences. 

The Myers Briggs personality test as it is also called was developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers based on the personality theories of Swiss psychiatrist Carl Jung. 

The test is often used in organizational and educational settings for various purposes, including team-building, career counseling, and self-awareness.

The Four Dichotomies of MBTI

The MBTI classifies individuals into one of 16 personality types based on four dichotomies:

Extraversion (E) vs. Introversion (I) 

This dichotomy measures how individuals gain energy. Extraverts are energized by external stimuli and social interaction, while introverts gain energy from within and may prefer solitude.

Extraverts tend to be outgoing, sociable, and energized by social interaction, while introverts tend to be more reserved, thoughtful, and energized by solitude.

Sensing (S) vs. Intuition (N) 

This dichotomy relates to how individuals gather information. Sensing types tend to focus on the present moment, they rely on their five senses and prefer concrete, practical information, while Intuition types tend to focus on the future rely on their instincts, and prefer abstract, conceptual information.

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Thinking (T) vs. Feeling (F) 

This dichotomy addresses how individuals make decisions. Thinking types make decisions based on logic and reason while Feeling types make decisions based on personal values and emotions.

Judging (J) vs. Perceiving (P) 

This dichotomy refers to how individuals approach the external world. Judging types prefer structure and organization while Perceiving types prefer flexibility and adaptability.

By answering a series of MBTI personality quiz questions, individuals are assigned a four-letter personality type that reflects their preferences on each of these dichotomies. For example, an individual might be classified as an “INTJ,” indicating Introverted, Intuitive, Thinking, and Judging traits.

It’s important to note that the MBTI personality type test or the Myers and Briggs personality test (also called so by many) is a self-report assessment, and its accuracy has been a subject of debate in the field of psychology. Some experts argue that it oversimplifies personality and may not be a perfect indicator of an individual’s true personality. 

Despite this, many people find the MBTI personality type test to be a useful tool for gaining self-awareness and understanding their preferences in various aspects of life. It can be a starting point for personal growth and for improving communication and teamwork in professional and personal relationships.

16 Personality Types Tests

Based on these dichotomies, the test assigns individuals one of 16 personality types:

• ISTJ (Introverted, Sensing, Thinking, Judging): ISTJs are practical, organized, and reliable. They value tradition and order and are often seen as the “backbone” of their communities.
• ISFJ (Introverted, Sensing, Feeling, Judging): ISFJs are warm, compassionate, and responsible. They value harmony and are often seen as the “caretakers” of their communities.
• INFJ (Introverted, Intuitive, Feeling, Judging): INFJs are imaginative, insightful, and idealistic. They value authenticity and are often seen as the “visionaries” of their communities.
• INTJ (Introverted, Intuitive, Thinking, Judging): INTJs are strategic, logical, and analytical. They value independence and are often seen as the “masterminds” of their communities.
• ISTP (Introverted, Sensing, Thinking, Perceiving): ISTPs are practical, logical, and adaptable. They value freedom and are often seen as the “tinkers” of their communities.
• ISFP (Introverted, Sensing, Feeling, Perceiving): ISFPs are creative, independent, and adventurous. They value authenticity and are often seen as the “artists” of their communities.
• INFP (Introverted, Intuitive, Feeling, Perceiving): INFPs are idealistic, compassionate, and creative. They value authenticity and are often seen as the “dreamers” of their communities.
• INTP (Introverted, Intuitive, Thinking, Perceiving): INTPs are logical, analytical, and curious. They value freedom and are often seen as the “theorists” of their communities.
• ESTP (Extraverted, Sensing, Thinking, Perceiving): ESTPs are energetic, action-oriented, and resourceful. They value excitement and are often seen as the “doers” of their communities.
• ESFP (Extraverted, Sensing, Feeling, Perceiving): ESFPs are enthusiastic, warm, and spontaneous. They value pleasure and are often seen as the “entertainers” of their communities.
• ENFP (Extraverted, Intuitive, Feeling, Perceiving): ENFPs are enthusiastic, imaginative, and inspiring. They value possibilities and are often seen as the “motivators” of their communities.
• ENTP (Extraverted, Intuitive, Thinking, Perceiving): ENTPs are quick-witted, charming, and resourceful. They value challenges and are often seen as the “debater” of their communities.
• ESTJ (Extraverted, Sensing, Thinking, Judging): ESTJs are organized, efficient, and practical. They value tradition and are often seen as the “leaders” of their communities.
• ESFJ (Extraverted, Sensing, Feeling, Judging): ESFJs are warm, supportive, and popular. They value harmony and are often seen as the “organizers” of their communities.
• ENFJ (Extraverted, Intuitive, Feeling, Judging): ENFJs are warm, empathetic, and inspiring. They value connections and are often seen as the “influencers” of their communities.
• ENTJ (Extraverted, Intuitive, Thinking, Judging): ENTJs are strategic, assertive, and visionary. They value efficiency and are often seen as the “managers” of their communities.

The 16Personalities test has been criticized for its lack of scientific rigor and its tendency to pigeonhole people into categories. However, it remains a popular tool for self-discovery and understanding one’s personality strengths and weaknesses.

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How accurate is the 16 Personalities Test?

The accuracy of the 16 Personalities Test has been a topic of debate. Some studies have shown that the test lacks reliability, and individuals can get different results on different occasions. 

The test is not a scientifically validated tool, and its results may not accurately reflect a person’s personality traits. 

However, the test can still provide some insight into a person’s personality type and help individuals and HR professionals gain a better understanding of how a person processes information, makes decisions, and interacts with others. It is important to interpret the results with caution and not rely solely on the test to make important decisions.

The benefits of taking the 16 Personalities Test

The 16 Personalities Test can provide several benefits to individuals and organizations. Here are some of the benefits of taking the test:

1. Self-awareness: The test can help individuals gain a better understanding of their personality type, strengths, and weaknesses.

2. Improved communication: The test can help individuals understand how they communicate with others and how others communicate with them.

3. Career guidance: The test can help individuals choose a career that aligns with their personality type and strengths.

4. Team building: The test can help organizations build more effective teams by identifying the strengths and weaknesses of team members and how they can work together more effectively.

5. Recruitment: The test can help HR professionals assess a candidate’s personality type and potential fit within the organization.

6. Personal development: The test can help individuals identify areas for personal growth and development.

7. Diversity and inclusion: The test can help organizations build more diverse and inclusive teams by identifying different personality types and how they can work together effectively.

Please note that while the 16 Personalities Test can provide several benefits, it also has its limitations, and its results should be interpreted with caution.

The limitations of the 16 Personalities Test

Here are some of the limitations of the test:

1. Limited validity: The test is not a scientifically validated tool, and its results may not accurately reflect a person’s personality traits.

2. Low test-retest reliability: The test results may not be consistent over time, and individuals can get different results on different occasions.

3. Limited predictive power: The test results have almost no predictive power on how happy a person will be in a situation, how they will perform at their job, or how happy they will be in their marriage.

4. Oversimplification: The test categorizes people into 16 personality types, which may not accurately capture the complexity of human personality.

5. Lack of context: The test does not consider contextual factors, such as the work environment, company culture, and job requirements, which are essential when assessing a candidate’s suitability for a role.

6. Biases: Relying solely on the 16 personalities test may lead to biases and reinforce stereotypes.

7. Missing pieces of personality: The test does not measure all aspects of personality, and some important traits may be missing.

It is important to note that the limitations of the 16 Personalities Test do not mean that the test is useless. The test can still provide some insight into a person’s personality type and help individuals and HR professionals gain a better understanding of how a person processes information, makes decisions, and interacts with others.

Alternative personality tests to the 16 Personalities Test

There are several alternative personality tests to the 16 Personalities Test. Here are some of them:

1. The Big Five Personality Test: This test is based on the belief that most people embody five core personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. The test is given by Psychology Today and takes about 25 minutes to complete.

2. The Enneagram: This test outlines nine different interconnected personality traits, with 27 additional subtypes. The nine traits are then grouped into three different “centers”: instinctive, feeling, and thinking.

3. The NERIS Type Explorer: This test is available for free through the website 16Personalities.com. It is based primarily on the theories of Myers and Briggs.

4. Sakinorva: This is a free online site with personality tests and a database. It is one of the best alternatives to 16 Personalities.

5. The Myers Briggs Type Indicator (MBTI): This is a popular personality test that categorizes people into 16 personality types based on four dichotomies: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving. However, it has some limitations, and its results may not accurately reflect a person’s personality traits.

6. The DiSC Assessment: This test is designed to help individuals and teams understand their behavioral styles and how they interact with others. The DiSC Assessment categorizes people into four main personality types: dominance, influence, steadiness, and conscientiousness.

It is important to note that while these tests can provide some insight into a person’s personality type, they also have their limitations. It is essential to interpret the results with caution and not rely solely on the test to make important decisions.

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How the 16 Personalities Test can be used in the workplace

1. Recruitment: The test can be used to gain insights into candidates’ personalities and assess their fit for the job and the organization’s culture. By using this and other personality tests, recruiters can make informed hiring decisions based on a candidate’s personality type and potential fit within the organization.

2. Team building: The test can help organizations build more effective teams by identifying the strengths and weaknesses of team members and how they can work together more effectively. By understanding each team member’s personality type, organizations can create a more diverse and effective team.

3. Communication: The test can help individuals understand how they communicate with others and how others communicate with them. By understanding each other’s personality types, team members can communicate more effectively and avoid misunderstandings.

4. Career guidance: The test can help individuals choose a career that aligns with their personality type and strengths. By understanding their personality type, individuals can make more informed career decisions and find a job that is a good fit for them.

5. Personal development: The test can help individuals identify areas for personal growth and development. By understanding their personality type, individuals can work on improving their weaknesses and developing their strengths.

It is important to note that the results of the 16 Personalities Test should be interpreted with caution and not relied upon solely to make important decisions. The test is not a scientifically validated tool, and its results may not accurately reflect a person’s personality traits.

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