16 Personalities Test

The 16 Personalities Test, officially known as the Myers-Briggs Type Indicator (MBTI), is a personality test designed to identify and describe different personality types. It was developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers.

The roots of the test go back to the work of Swiss psychiatrist and psychologist Carl Gustav Jung, who introduced the theory of psychological types. Inspired by Jung’s ideas, Briggs and Myers began developing their own concepts and theories as early as the 1920s. Over the years, the test was refined and expanded in collaboration with other researchers. The first versions of the MBTI were tested in the 1940s, and the version we know today was officially published in the 1960s.

In this article, we’ll walk you through what this test is all about and which personality types are especially sought after in consulting. Enjoy the read! ✨

What Does the 16 Personalities Test Measure?

The 16 Personalities Test is based on four core dimensions, each with two opposite traits. When combined, they create a total of 16 unique personality types, each with its own strengths and behavioral patterns.

Here’s a quick overview:

Extraversion (E) vs. Introversion (I)
This dimension shows where you get your energy from: Extraverts feel energized by being around people and social interaction. Introverts, on the other hand, recharge by spending time alone and enjoying quiet moments.
→ Example: After a long day at university, an extravert might seek out company and conversation, while an introvert prefers to unwind alone.

Sensing (S) vs. Intuition (N)
This one’s all about how you process information: Sensors focus on concrete facts and details. Intuitives tend to think in patterns, concepts, and big-picture ideas.
→ Example: In a project, the Sensor handles numbers and structure, while the Intuitive contributes with creative ideas and vision.

Thinking (T) vs. Feeling (F)
This dimension describes how you make decisions: Thinkers rely on logic and objective analysis. Feelers consider emotions and the personal impact on others.
→ Example: A “T” type decides based on facts and logic, while an “F” type asks how the decision might affect those involved.

Judging (J) vs. Perceiving (P)
This one reflects your approach to planning and organization: Judgers like clear structures and fixed plans. Perceivers prefer to stay flexible and go with the flow.
→ Example: A “J” type works through a detailed to-do list, while a “P” type adapts easily to changes as they come.

Criticism of the Myers-Briggs Test

Since its introduction, the 16 Personalities Test has faced quite a bit of criticism, including the following points:

• Lack of scientific validity
  Critics argue that the test hasn’t been thoroughly validated by scientific standards and is based on an overly simplified view of personality.
• Rigid type classification
  Dividing people into 16 fixed types can lead to excessive oversimplification and fails to capture the true complexity of human personality.
• Categorization effect
  People often strongly identify with the descriptions of their assigned type, even when these descriptions are broad or vague. This phenomenon is known as the Barnum effect.

• Limitations in career selection
  Using the MBTI in hiring processes is controversial, as the test cannot reliably predict whether someone is truly suited for a specific role.

   

Relevance in Hiring Processes

The 16 Personalities Test can be a useful tool for companies during the hiring process, as it offers valuable insights into a candidate’s personality and working style. Here are a few ways the test can be used:

• Cultural fit
  The test can help determine whether a candidate aligns well with the company culture and supports the organization’s values.
• Team dynamics
  Companies often want to ensure that new hires blend well into existing teams. The test can help identify candidates who are likely to collaborate effectively with current team members. For example, an introverted thinker might bring balance to a team made up of extroverted feelers.
• Communication
  Understanding the personality types of employees can improve internal communication. Companies can offer targeted training and workshops to strengthen collaboration and encourage productive interaction between different personality types.
• Conflict management
  The test can help identify potential sources of conflict early on and provide strategies to minimize misunderstandings or tension in the workplace.

The 16 Personalities Test in Consulting

In consulting, this test plays an important role by helping consultants improve their communication and collaboration skills. A solid understanding of both your own personality and that of your clients can help prevent misunderstandings and foster smoother cooperation. It also allows consultants to better understand their own thinking and working style, which is key when solving complex problems and coming up with innovative solutions.

Here are some personality types that are especially well-suited for consulting:

• Analytical Thinkers (NT types)
  The combination of Thinking (T) and Intuition (N) allows these personalities to analyze complex problems and develop innovative solutions. These traits are especially valuable in consulting, where strategic planning and sharp analysis are essential.
• Extraverted Communicators (EN types)
  Extraversion (E) paired with Intuition (N) makes these personalities strong communicators who can present convincing arguments and build lasting client relationships.
• Structured Planners (J types)
  Judging (J) combined with either Sensing (S) or Thinking (T) equips these individuals with the ability to develop clear strategies and manage projects efficiently—an absolute must in consulting.

Here are some specific combinations that often thrive in consulting roles:

• ENTJ (Extraverted, Intuitive, Thinking, Judging)
  Often found in leadership positions, these individuals are strategic, decisive, and excellent at organizing teams and projects.
• INTP (Introverted, Intuitive, Thinking, Perceiving)
  Creative and analytical minds who grasp complex problems quickly and are skilled at developing innovative, out-of-the-box solutions.
• ENFP (Extraverted, Intuitive, Feeling, Perceiving)
  Outstanding communicators who excel at building strong client relationships and maintaining them over time.
• ISTJ (Introverted, Sensing, Thinking, Judging)
  Detail-oriented and reliable, these individuals approach complex projects in a structured and efficient way.

Conclusion

The 16 Personalities Test can be a helpful tool for gaining a deeper understanding of your own working style and for improving how you collaborate with others, especially in consulting. It can show you how you see yourself and how others might perceive you.

But a quick heads-up: the test should never be the sole factor in making decisions about hiring or team composition. Instead, think of it as a helpful addition that can highlight your strengths and guide your personal development. At the end of the day, your success in consulting depends not just on your personality type, but also on your experience, knowledge, and how you act in real-world situations.