16 types – Psychometric Assessment


Based on the work of Carl Jung, the 16 types test gives insight into a candidate’s source of energy, the way they process information, how they make decisions, and the kind of lifestyle they prefer. It is similar to the Myers Briggs Type Indicator (MBTI).

This test is relevant for

All job roles. The results of the test should not be used for evaluative purposes, but as a way to get to know the candidate better and obtain talking points for an interview.


The choices we make in specific situations reveal how we perceive and interpret the world. They can show our likes and dislikes, aspirations and fears, or abilities and challenges. Understanding someone’s preferences can give deeper insight into their personality and traits and how they navigate issues and opportunities. The 16 types test is an introspective, self-evaluation questionnaire that asks candidates to consider their preferences under various circumstances. The test leads candidates to explore their choices on four different dimensions given as spectrums: introversion versus extraversion, intuition versus sensing, feeling versus thinking, and judging versus perceiving. Depending on their answers, candidates will show a preference for one side of each spectrum over the other. The results are given by combining the first letter of each preference into a four-letter personality type to derive to one of the 16 possible types, such as eNfp or isTj, for example. The capital letters represent a preference that is particularly strong in each candidate’s individual results. The results page of each questionnaire offers a detailed description of the candidate’s personality type. It provides tips to both the candidate and their prospective colleagues on different personality types on the best ways to work effectively together.


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