If you’re hiring, managing a team, or building a startup, you’ve probably heard of the 16 Personalities Test. It’s easy to take, quick to interpret, and feels surprisingly accurate. But beyond being fun and buzzworthy—what does the 16 Personalities Test best reveal about candidates?
In this guide, we’ll unpack the science, explore real-world applications, and help you use this tool not just for personality insights—but to make smarter hiring and team decisions.
First, A Quick Primer on the 16 Personalities Framework
The 16 Personalities Test, adapted from MBTI (Myers-Briggs Type Indicator) and based on Carl Jung’s personality theory, breaks individuals into 16 types using 4-letter codes like ENFP, ISTJ, etc.
These codes represent:
| Trait Category | Dimensions | What It Reveals |
| Energy Orientation | Extraversion (E) / Introversion (I) | Social energy and interaction style |
| Information Intake | Sensing (S) / Intuition (N) | Details vs. big picture thinking |
| Decision Making | Thinking (T) / Feeling (F) | Logic vs empathy |
| Lifestyle Approach | Judging (J) / Perceiving (P) | Structure vs flexibility |
For a deeper dive into how these letters work, see Understanding the 16 Personality Letters and Types.
What Does the 16 Personalities Test Best Reveal?
1. Strengths and Weaknesses at Work
Every personality type brings something unique to the table—and yes, potential blind spots too.
| Personality Type | Common Strengths | Typical Weaknesses |
| ENFP | Creative, enthusiastic, team motivator | Easily distracted, avoids detail |
| ISTJ | Responsible, structured, rule-following | May resist change, not very expressive |
| INTP | Analytical, inventive, deep thinker | Can overanalyze and under-communicate |
| ESFJ | Caring, organized, excellent coordinator | May struggle with tough feedback or conflict |
This aspect alone makes the test a solid strengths and weaknesses test—especially when used for coaching or team building.
2. Role Fit and Communication Style
The test doesn’t tell you whether someone can do a job—it tells you how they’re likely to show up when doing it.
- Extraverts may shine in roles that require collaboration and visibility
- Introverts may thrive in roles with autonomy and deep focus
- Judgers tend to prefer structure and deadlines
- Perceivers are more comfortable with change and iteration
These work-style preferences help predict team compatibility and how someone communicates, solves problems, or handles pressure.
You can see this in more depth in 16 Personalities Types Explained with Examples for Different Roles.
3. How They Handle Feedback, Conflict, and Pressure
This test reveals emotional decision-making styles and how people react in interpersonal situations. Some examples:
| Trait Combination | Likely Response to Conflict or Feedback |
| Feeling + Introverted | May take criticism personally or internalize issues |
| Thinking + Extraverted | More likely to give and accept direct feedback |
| Intuitive + Perceiving | Embraces brainstorming and ambiguity |
| Sensing + Judging | Prefers structure and clear expectations |
Understanding this helps managers coach more effectively—or prevent breakdowns in cross-functional teams.
What the Test Doesn’t Reveal (But People Think It Does)
1. Intelligence or Skill Level
The test doesn’t measure intelligence, experience, or technical ability. That’s where cognitive ability tests and job skill assessments come in. If you’re hiring, combine the 16 Personalities Test with hard-skill evaluations.
You can find pre-employment test examples that complement personality testing.
2. Motivation
It doesn’t tell you why someone wants the job—or what drives them to succeed. Use interviews or motivation-based assessments for that.
3. Compatibility by Itself
While people often search for a 16 personality test compatibility chart, the truth is: relationships (even work ones) depend on context, emotional intelligence, and communication—not just personality letters.
That said, some types naturally click better than others, especially on fast-paced or collaborative teams.
Use Cases: How Employers Apply It
| Use Case | How the 16 Personalities Test Helps |
| Team Composition | Ensures mix of personality types for better team dynamics |
| Leadership Development | Identifies how different leaders process and decide |
| Conflict Resolution | Highlights likely friction points in team relationships |
| Interview Customization | Guides follow-up questions tailored to type |
| Onboarding Personalization | Helps create onboarding experiences aligned to personality |
Want a printable format of the test for use in interviews or workshops? Try this: Printable and PDF Options of the 16 Personalities Test
Real Talk: How Accurate Is It for Hiring?
The 16 Personalities Test is fairly accurate when used for self-awareness, team insights, and communication styles—but less so for predicting on-the-job success.
If you want deeper insights on the scientific validity side, check out How Accurate Is the 16 Personalities Test for Hiring?
Related Resources
- What Is the 16 Personalities Test and How Does It Work?
- Quick vs Full: How Many Questions Are in the 16 Personalities Test?
- Languages and Translations of the 16 Personalities Test
- Alternate Versions of the 16 Personalities Test You Should Know
FAQ
Q: What does the 16 Personalities Test best reveal about candidates?
It reveals personality traits related to communication, collaboration, emotional decision-making, and work style—but not skills or intelligence.
Q: Can the 16 Personalities Test identify strengths and weaknesses?
Yes. Each type highlights common strengths and potential blind spots, making it a useful strengths and weaknesses test for personal development.
Q: Does the test show compatibility between teammates?
To some extent. There’s no fixed 16 personalities test compatibility chart, but understanding differences in personality types helps reduce friction and improve collaboration.
Q: Should I use this test for hiring decisions?
Use it as a supplement—not a standalone filter. Pair it with skill-based and job-relevant assessments for best results.
Final Thoughts
The 16 Personalities Test gives you insight, not guarantees. It’s not about labeling people—it’s about understanding how they think, connect, and operate under pressure. When used thoughtfully alongside other tools, it can be a powerful asset in your hiring and team-building toolkit.
Want more ways to assess job fit and soft skills? Head over to our full guide on pre-employment assessments for practical strategies and tools.
