How Accurate Is the 16 Personalities Test for Hiring?

If you’re a hiring manager, recruiter, or founder looking for smarter ways to evaluate talent, chances are you’ve come across the 16 Personalities Test. It’s popular. It’s everywhere. And it’s surprisingly fun. But when you’re making real decisions that impact your team’s performance and culture, fun isn’t enough—you want reliable, job-relevant data.

So… is the 16 Personalities Test accurate for hiring? Let’s break that down honestly, with zero fluff and all facts.

First, What Exactly Is the 16 Personalities Test?

The 16 Personalities Test is based on Carl Jung’s psychological types and adapted from the MBTI (Myers-Briggs Type Indicator). It categorizes people into 16 personality types using four-letter codes like ENTP or ISFJ, based on preferences around:

Trait Pair	Options	What It Measures
Energy Source	Introversion (I) / Extraversion (E)	Focus of attention
Information Style	Sensing (S) / Intuition (N)	How info is gathered
Decision Style	Thinking (T) / Feeling (F)	Logic vs values in decisions
Lifestyle Approach	Judging (J) / Perceiving (P)	Structure vs flexibility

For more on the meaning behind these four-letter codes, check out Understanding the 16 Personality Letters and Types.

So… Is the 16 Personalities Test Accurate?

The short answer: It depends on how you use it.

Let’s unpack that.

Strengths of the 16 Personalities Test

• Self-reflection tool: It gives candidates a language to describe themselves and reflect on their strengths.
  
• Conversation starter: The results offer useful insight for interview questions or career development discussions.
  
• Predicts general work styles: Certain types may lean toward leadership, structure, collaboration, or innovation.
  

That said, accuracy in psychometrics has a technical meaning. It refers to two key ideas:

Accuracy Term	What It Means in Hiring Context
Reliability	Does the test give consistent results over time?
Validity	Does it measure what it claims to measure—job fit?

While the 16 Personalities Test is generally reliable, its validity for predicting job performance is limited.

What the Research Says

Here’s what various studies and reviews have shown about 16 personalities test validity:

Source or Review	Key Findings
Academic reviews (e.g., Pittenger, 2005)	MBTI-based tools are often not predictive of job performance
Personality psychology experts	Prefer Big Five traits (like conscientiousness) for hiring accuracy
HR professionals’ review	Often say it’s fun, but not sufficient for final hiring decisions

For a deeper breakdown of what the test actually reveals, read What the 16 Personalities Test Reveals About Candidates.

Should You Use the 16 Personalities Test for Hiring?

Here’s an honest answer: Yes—but with limits.

✅ When It Can Help

• During early screening to spark insights
  
• As part of a multi-step assessment process
  
• To understand team dynamics and personality diversity
  
• For self-awareness and coaching once someone is hired
  

❌ When It Shouldn’t Be Used Alone

• As the sole reason to eliminate a candidate
  
• To predict specific job performance
  
• To replace validated, work-related assessments
  

16 Personalities vs. Validated Hiring Assessments

If you’re comparing options, here’s how the 16 Personalities Test stacks up:

Test Type	Pros	Cons
16 Personalities	Easy to understand, engaging, self-reflective	Limited predictive validity for job performance
Cognitive Ability Tests	Strong predictor of job success	May feel “test-like” and intimidating to candidates
Personality-Based Work Assessments	Tailored to job traits like leadership or reliability	Often require paid platforms or certified scoring
Situational Judgment Tests	Realistic, job-specific scenarios	Takes more time to create or license

Want examples of more job-focused assessments? Explore Pre-employment test examples.

A Smarter Way to Use Personality Tests in Hiring

The best approach? Combine the 16 Personalities Test with job-related assessments that measure actual competencies or behaviors. For example:

• Use a personality type result to explore communication style
  
• Pair it with a skills test or integrity test to evaluate trustworthiness
  
• Include a structured interview guided by the test’s insights
  

Need a printable version of the test to use offline or in training? See Printable and PDF Options of the 16 Personalities Test

Real Hiring Use Cases

Here’s how real-world employers might apply the 16 Personalities framework:

Role	Personality Insight Example	How It Helps
Customer Support	Is this person Feeling-oriented and people-focused?	Guides coaching and empathy training
Project Manager	Is this person more Judging (organized) than Perceiving?	Helps plan around structure and deadlines
Creative Roles	Are they intuitive and idea-oriented?	May thrive in brainstorm-heavy environments

Want to see how different personality types play out in work roles? Check out 16 Personality Types Explained with Examples for Different Roles

FAQ

Q: Is the 16 Personalities Test valid for employment?
It’s not scientifically validated for predicting job success on its own. But it’s a useful supplement for insights and self-awareness.

Q: Is the 16 Personalities Test accurate?
It’s generally accurate in describing preferences and behaviors, but less accurate in predicting exact job performance.

Q: Can employers legally use the 16 Personalities Test?
Yes, as long as it’s not the only method used to make hiring decisions. Avoid discrimination or bias by using validated tools alongside it.

Q: What are better alternatives for hiring accuracy?
Try Cognitive Ability, Integrity, or Situational Judgment Tests. These have stronger links to real job outcomes.

Final Thoughts

So, is the 16 Personalities Test accurate for hiring? Not in isolation. But in combination with other tools, it becomes a valuable piece of the puzzle—especially for understanding communication styles, team fit, and soft skills.

Think of it like personality color-coding. It doesn’t tell you everything, but it gives you a strong head start.

For a more complete hiring approach, explore our detailed guide on pre-employment assessment or discover alternate versions of the 16 Personalities Test that might suit your workflow better.

Still deciding? Test it for yourself, pair it with real assessments, and see what resonates most with your team.