Enneagram vs. 16 Personalities: Which test is best for assessing applicants?

Hiring someone who doesn’t click with your existing team can lead to friction, slowed down projects, and employee turnover. Meanwhile, hiring someone who clicks with but doesn’t enhance your team can encourage groupthink – where your whole team thinks the same way and lacks creativity as a result. 

That's why finding someone who not only fits in with but also adds to your existing team culture is crucial. Personality tests like the Enneagram and 16 Personalities tests help you hire for harmony and innovation within your team. 

Both tests are big hitters, but which one fits your needs best? Below, we explore some key differences between the Enneagram and 16 Personalities tests, including their pros and cons. We also discuss how to choose the right one for your candidate assessment process.

What is the Enneagram test?

The Enneagram Personality test is a personality assessment that evaluates individuals based on the Enneagram framework. The Enneagram categorizes personality traits into nine Enneagram types:

• The Improver (Type 1): Principled, purposeful individuals who can be perfectionistic. High scorers may drive for excellence in the workplace but could struggle with flexibility.

• The Giver (Type 2): Caring, interpersonal types who may become overly people-pleasing. Those with strong Type Two traits excel in supportive roles but might overlook their own needs.

• The Go-getter (Type 3): Success-oriented, efficient achievers who can be overly image-conscious. High Type Three scorers excel in competitive environments but may neglect authenticity.

• The Contemplator (Type 4): Sensitive, withdrawn types known for their creativity but prone to moodiness. Type Fours bring unique perspectives to work but may require more emotional support.

• The Pioneer (Type 5): Intense, cerebral types who can become isolated. Type Fives’ innovation and independence make them ideal for research-driven roles, but they may struggle with teamwork.

• The Devoted (Type 6): Committed, security-oriented individuals who can be anxious and indecisive. Type Sixes are reliable team players but may need reassurance in their roles.

• The Cheerleader (Type 7): Busy, fun-loving types who can be scattered. High scorers on Type Seven bring energy and innovation but may lack focus.

• The Master (Type 8): Powerful, dominating types who can be confrontational. Type Eights are natural leaders but need to balance their assertiveness with empathy.

• The Agreeable (Type 9): Easygoing, self-effacing types who can be complacent. The most common Enneagram type, Type Nines promote harmony and collaboration but may avoid necessary conflicts.

People often have a main personality type. However, traits from other adjacent “wing” types can also influence them, creating a more complex profile. 

People usually have a primary personality, or “core” type, that doesn’t change. But they can have traits from neighboring “wing” types that blend into their personality profile, which can change. For instance, if someone is primarily a Type Nine on the Enneagram diagram, they may also exhibit traits from Type Eight or Type One – their wing types.

Everyone has traits from all nine Enneagram types, though one type stands out most.

What is the 16 Personalities test? 

The 16 Personalities test categorizes people into one of 16 distinct personality types, using four key dimensions. 

• Extroversion (E) vs. Introversion (I): This dimension reflects whether individuals draw energy from external stimuli or internal reflection. Extroverts thrive in social settings, while introverts recharge through solitude and may prefer independent work.

• Sensing (S) vs. Intuition (N): This dimension highlights how individuals gather and interpret information. Sensors focus on details and practicality, relying on concrete evidence. Intuitives prioritize imagination and future possibilities, often seeing patterns beyond the immediate.

• Thinking (T) vs. Feeling (F): This dimension pertains to decision-making approaches. Thinkers prioritize logic and objectivity, valuing truth over emotions. Feelers consider personal values and relationships, seeking harmony and empathizing with others' feelings.

• Judging (J) vs. Perceiving (P): This dimension reveals preferences in organizing one's life. Judgers prefer structure and closure, striving for clarity and decisiveness. Perceivers embrace spontaneity and adaptability, exploring various options and remaining open to change.

By combining these dimensions, the test identifies 16 personality profiles in the workplace, such as the creative Campaigner (ENFP) or the analytical Architect (INTJ).

Enneagram vs 16 Personalities: Key differences and pros & cons for assessing candidates 

Below, we examine these tests’ differences and weigh their strengths and weaknesses in the hiring process.

Key differences between Enneagram and 16 Personalities 

The Enneagram system defines nine types to depict internal motivations and behavior.

In contrast, the 16 Personalities test provides a wider personality view, encompassing information processing, decision-making, lifestyle organization, and more into 16 types.

Here are some main differences between the two.

1. Focus

The Enneagram delves into emotional and motivational aspects of each personality, aiming to uncover why people behave the way they do.

The 16 Personalities test looks at preferences and their resulting external behaviors, providing insight into how individuals prefer to engage with the world and others.

2. Perspective on personality

The Enneagram sees personality as tied to core emotions and motives. It implies that while our actions might shift, our deep-seated reasons stay the same. 

In contrast, the 16 Personalities framework views personality as a collection of evolving preferences. However, it also acknowledges certain core traits as relatively fixed.

3. Content and format

The best Enneagram tests often involve introspective questions that encourage individuals to reflect on their inner motivations and fears. The test taker selects the statement that best describes them from a series of paired options.

Using a questionnaire format, the 16 Personalities test asks individuals to express their level of agreement with various statements, assessing their natural tendencies and preferences. 

While test lengths vary depending on the provider, some take just 10 minutes to complete. 

4. Applications

You can use the Enneagram for understanding personal growth, relationship dynamics, and deep-seated motivations.

At work, understanding an employee's main Enneagram type can make communication, teamwork, and role assignment easier. For example, Type Three Go-getters are great in roles that acknowledge their hard work, while Type Nine Agreeables shine in positions that involve uniting people and promoting different points of view. 

The 16 Personalities test is more versatile. It’s applicable in career planning, team building, and enhancing personal and professional relationships. 

The 16 Personalities test provides insights into various parts of work life. In career planning, it can help individuals identify suitable roles and work environments based on their preferences. In team building, understanding team members' personality types can improve collaboration and task allocation. 

Enneagram pros and cons 

Here are some key reasons to use the Enneagram test – or skip it.

Pros

• Reveals deep insights into what drives applicants' behaviors and decisions

• Helps gauge how candidates might mesh with team values and work styles

• Encourages empathy, understanding, and compassion in work relationships 

• Aids in identifying potential strengths in interpersonal dynamics

Cons

• Enneagram test results can be prone to subjective interpretations

• Results can be time-consuming to interpret for practical hiring decisions

• Test can cause hiring bias when used as the sole assessment tool

16 Personalities pros and cons 

Here are factors to weigh when deciding if the 16 Personalities test is right for you. 

Pros

• Delivers in-depth analysis of applicants' diverse personality traits

• Helps you understand how candidates could develop and progress in your company

• Unveils candidates’ potential leadership styles and communication preferences

• Is ideal for companies focused on long-term talent development and retention

Cons 

• May not suit fast-paced companies needing swift hiring decisions

• Candidates may lie or manipulate their responses to present themselves in a more favorable light, potentially distorting the accuracy of the 16 Personalities test results

• Subjective nature may introduce bias and risk of typecasting candidates

How to decide which personality test to use in your hiring campaign

Here's a guide to choosing the right test for your assessment process.

Assess the role's specific requirements 

When evaluating the role you're hiring for, consider its requirements carefully. For positions that demand intricate teamwork and strong interpersonal skills, the Enneagram can provide valuable insights into candidates' motivations for collaboration and conflict resolution. 

The Enneagram test is a great way to identify motivated leaders, for example, because it offers insights into individuals' motivational drivers, leadership styles, and communication approaches.

The 16 Personalities test offers insights into a candidate's preferred working and communication styles, which can help you understand their potential behaviors.  For example, someone who scores high on introversion and perceiving might thrive in environments requiring independent work and adaptability. They might be ideal for research-oriented or creative positions, for instance.

How to use each test

Use the Enneagram test to: 

• Assess deep-seated motivations for insightful personality analysis

• Measure compatibility with team culture and potential for conflict resolution

• Pinpoint specific personal development paths relevant to job roles

• Structure teams with diverse Enneagram types to enhance cohesion and productivity

Use the 16 Personalities test to: 

• Obtain a clear snapshot of each candidate's personality and work style

• Understand how a candidate's preferences might influence their job performance

• Identify distinct strengths and weaknesses pertinent to the job

• Tailor recruitment to find ideal candidates – for example, to assess and hire ESFJs for collaborative, interpersonal positions

Mix and match: Use Enneagram and 16 Personalities together

By using both tests, you get insights into what motivates a candidate with the Enneagram and a clear picture of their work style with the 16 Personalities test.

This dual approach lets you identify candidates who align with your company's culture and can bring new dimensions and strengths to your team. 

Unlock your candidates’ personality types with TestGorilla 

The 16 Personalities test provides a wide-ranging perspective on a candidate's preferences and potential behaviors, while the Enneagram offers deeper insights into their core motivations and emotional responses. But remember – use personality tests with care. Using personality tests alone to assess candidates can introduce bias into hiring and overlook your candidates’ actual skills. 

Our extensive test library includes various personality, skill, and cognitive ability tests. Combining multiple tests and test types into customized talent assessments allows for a truly comprehensive analysis of candidates. This ensures you conduct your candidate assessments fairly and consider multiple factors – not just personality. This way, you can ensure the best people for your roles.

Want to learn more? Enhance your recruitment process now by scheduling a live demo or creating a free TestGorilla account today.