How accurate is the 16 personalities test for hiring?

Personality tests offer a way to gain deeper insights into your candidates' personalities and behaviors, which helps to make the hiring process more consistent and effective. The 16 Personalities test remains a popular tool for assessing job applicants. But just how accurate is it? Could relying solely on this test lead to hiring the wrong people? 

In this article, we explore how accurate the 16 personalities test is and how incorporating it as part of a multi-measure approach can improve the effectiveness of your hiring process.

How the 16 personalities test works

The 16 personalities test categorizes people into one of 16 personality types. It looks at four primary areas of personality:

• Introversion (I) vs. Extroversion (E): This area reflects how individuals gain energy and focus their attention. Introverts tend to be more inwardly focused and prefer solitary activities, while extroverts are more outwardly focused and enjoy social interaction.

• Sensing (S) vs. Intuition (N): This shows how the candidate gathers and processes information. Sensing types focus on concrete details, whereas intuitive types lean more into patterns and possibilities.

• Thinking (T) vs. Feeling (F): Here, you can see how people make decisions. Thinking types prioritize logic, objectivity, and impartiality while feeling types place more value on emotions, empathy, and harmony.

• Judging (J) vs. Perceiving (P): This aspect relates to how people organize their lives and approach tasks. Judging types prefer structure, planning, and decisive action, while perceiving types are more flexible, adaptable, and open to new information.

The test combines an individual's preferences in these four areas to generate a four-letter code, such as INTJ (Introverted, Intuitive, Thinking, Judging) or ESFP (Extroverted, Sensing, Feeling, Perceiving).

For more information on these 16 personality types, check out our guide to the 16 personality types in the workplace.

Why should you include the 16 personalities test in your hiring process?

All personality tests have their limitations, but they can offer valuable benefits in the hiring process. 

The 16 personalities test provides a quick and easy way to gain insight into a candidate's general preferences and tendencies. While not definitive, this information can help you understand how candidates might approach their work, interact with others, and fit into the team dynamics. 

The test can contribute to a more holistic view of a candidate when used alongside job-specific skills tests and behavioral assessments, helping you better understand their strengths, weaknesses, and potential fit within the organization. 

It can also provide a starting point for evaluating how a candidate's personality aligns with your organization's values, communication style, and work environment.

Is the 16 personalities test accurate for assessing candidates?

While the 16 personalities test can offer some insights into a candidate's preferences and tendencies, it must be understood that it has limitations regarding accuracy and reliability in the hiring process.

• Lack of scientific validity: Despite the popularity of the test, psychologists have criticized it for lacking scientific validity. Studies have shown that the same person can receive different results when retaking the test, suggesting poor test-retest reliability.

• Simple categories: The test categorizes individuals into black-and-white categories (e.g. introvert or extrovert), which fails to account for the nuances and complexities of personality.

• Limited scope: The 16 personalities test only assesses four aspects of personality, while some psychologists suggest there are at least five or six major personality dimensions. This means the test may not capture the full range of personality differences that could impact job performance.

• Weak link to job success: There’s little evidence to show a strong positive relationship between the 16 personality types and success within a specific occupation. Research shows the proportion of certain personality types in a profession often mirrors that of the general population, suggesting a limited ability to predict if someone will do well in a job.

• Limited assessment of job-relevant traits: The 16 personalities test focuses on general personality preferences rather than specific traits and skills directly related to job performance. It may not adequately assess critical competencies such as problem-solving, communication, or technical abilities.

Using the 16 personalities test within a multi-tiered testing approach

Incorporating the 16 personalities test into a multi-tiered testing approach can help you better understand your candidates while mitigating the test's limitations. Here's how to effectively use the test alongside other assessment tools:

• Combine with job-specific skills tests: Select tests from TestGorilla's extensive library to assess the hard skills and knowledge directly relevant to the role. This ensures candidates have the necessary technical or professional skills, while the 16 personalities test provides additional insight into their work style and preferences.

• Assess behavioral traits: Complement the 16 personalities test with behavioral assessments that evaluate job-relevant traits such as adaptability, collaboration, or leadership. TestGorilla offers a range of behavioral tests that can help you identify candidates with the right mix of soft skills and personality traits for your team.

• Use as a discussion tool: Rather than making hiring decisions based solely on the 16 personalities test, you can use the insights as a starting point for deeper conversations during interviews. Ask candidates about their self-assessed strengths and weaknesses and explore how they've navigated challenges or collaborated with others in past roles.

• Tailor your approach: Consider your organization's specific needs and culture when deciding how much weight to give the 16 personalities test. For roles that rely heavily on teamwork or client interaction, personality insights may be more relevant than for highly technical or independent positions.

Use TestGorilla to balance personality insights with job-specific assessments

While the 16 personalities test can offer intriguing insights into your candidates' preferences and tendencies, you should recognize its limitations and use it judiciously in your hiring process. Don't rely on the 16 personalities test alone to make informed decisions. 

By combining the test with job-specific skills assessments, behavioral evaluations, and thoughtful interview discussions, you can create a well-rounded, multi-tiered approach that helps you identify the best-fit candidates for your team.

TestGorilla is tailor-made for this, as you can easily combine our 16 Personalities test with other technical and soft skills assessments.

Sign up for a free TestGorilla account today or book a live demo. With more than 400 scientifically validated tests in our library, you'll have everything you need to find the right fit for your team.