16 Typen

Verwende unseren Test 16 Typen , um die Besten der Besten zu finden

About the 16 Typen test

Die Entscheidungen, die wir in bestimmten Situationen treffen, zeigen, wie wir die Welt wahrnehmen und interpretieren. Sie können unsere Vorlieben und Abneigungen, Hoffnungen und Ängste oder Fähigkeiten und Herausforderungen zeigen. Die Präferenzen einer Person zu verstehen, kann einen tieferen Einblick in ihre Persönlichkeit und ihre Charaktereigenschaften geben und zeigen, wie sie mit Problemen und Chancen umgeht.nnDer 16-Typen-Test ist ein introspektiver Fragebogen zur Selbsteinschätzung, in dem die Bewerber:innen aufgefordert werden, ihre Präferenzen unter verschiedenen Umständen zu erwägen. Der Test führt die Kandidat:innen dazu, ihre Entscheidungen anhand von vier verschiedenen Dimensionen zu untersuchen, die als Spektren angegeben sind: Introversion versus Extraversion, Intuition versus Empfindung, Fühlen versus Denken und Urteilen versus Wahrnehmen. nnJe nach ihren Antworten wird erkenntlich, dass die Kandidat:innen eine Seite des Spektrums gegenüber der anderen bevorzugen. Die Ergebnisse werden angegeben, indem jeweils die ersten Buchstaben jeder Präferenz zu einem Persönlichkeitstyp mit vier Buchstaben kombiniert werden, um einen der 16 möglichen Typen zu ermitteln, z.  B. eNfp oder isTj. nnThe 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. nnDie Großbuchstaben stehen für eine Präferenz, die in den einzelnen Ergebnissen der Kandidat:innen besonders stark ausgeprägt ist. Die Ergebnisseite jedes Fragebogens bietet eine detaillierte Beschreibung des Persönlichkeitstyps des Bewerbers oder der Bewerberin. Das bietet sowohl den Bewerber:innen als auch ihren künftigen Kolleg:innen Tipps zu den verschiedenen Persönlichkeitstypen und wie sie am besten zusammenarbeiten.

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Sergei M.

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The 16 personality types and their importance in the workplace

As humans, we all have different personalities. Our personalities influence how we work, manage situations and make decisions. Therefore, personality typology has become a popular tool to build diverse teams and determine how candidates will perform in the workplace.

Personality typology tests like the 16 Types test can help recruiters build effective teams that communicate well and understand each other.

But what are personality types and how does the 16 Types test work in the recruiting process? Let’s take a look.

The 16 personality types

The Swiss philosopher Carl Jung theorized that people experience and navigate the world through four different psychological functions. Jung noted that humans have complex psychologies and that there could never be a pure type of any single function. Therefore, he created a framework that can be used to understand individual personalities.

Introverted versus Extraverted: How individuals respond and interact socially.

Sensing versus Intuitive: How people approach information and situations and interact with the world.

Thinking versus Feeling: How they manage emotions and make decisions.

Judging versus Perceiving: How people plan and navigate tasks.

Everyone’s personality contains one of the two options in each of the framework’s four categories, so 16 personality types can be derived from it. This means that every individual’s personality is made up of either the first or the second item in each of the four categories.

What are the 16 personality types?

The 16 personality types can tell you about a candidate’s personality and give you insights into how they might fit into your team. The personality types are broken down as follows:

Extraverted Intuitive Thinking Judging (ENTJ): Applicants with ENTJ personality types are natural leaders who can be determined employees. Candidates with this personality type are quick to delegate tasks and motivate their team.

Extraverted Intuitive Thinking Perceiving (ENTP): Smart and insightful people often have an ENTP personality type. Candidates in this group are optimistic, thoughtful, and good at building relationships with team members.

Extraverted Intuitive Feeling Judging (ENFJ): Candidates with ENFJ personality types are known for being lifelong learners. They support and include others and are eager to help their co-workers when required.

Extraverted Intuitive Feeling Perceiving (ENFP): If any of your applicants are in this personality type group, they may have exceptional skills in coming up with ideas and solving problems. They are good team players and work well in groups.

Extraverted Sensing Thinking Judging (ESTJ): Applicants with ESTJ personality types work well in organized teams. They have a strong work ethic and therefore put a lot of effort into their tasks.

Extraverted Sensing Thinking Perceiving (ESTP): Candidates who have the ESTP personality type rely on facts to make decisions. In the workplace, they work hard but will keep innovating on processes to streamline their tasks.

Extraverted Sensing Feeling Judging (ESFJ): Task delegation and problem-solving are synonymous with candidates in the ESFJ group. People with this personality type like taking the lead and creating structure in the workplace.

Extraverted Sensing Feeling Perceiving (ESFP): Applicants with an ESFP personality type are extroverts and known for being outgoing and social. Although they enjoy the limelight, they are good at building bonds and sharing knowledge.

Introverted Sensing Thinking Judging (INTJ): Individuals who are good at planning, putting strategies in place, and taking on tasks step-by-step are often INTJ personality types. Candidates in this group can prefer to work independently from others.

Introverted Intuitive Thinking Perceiving (INTP): People with INTP personality types are known for being intelligent and creative. If your candidates have INTP personality types, they are likely to support their teams and help to find solutions.

Introverted Intuitive Feeling Judging (INFJ): If some of the applicants for your role are INFJ personality types, they may prefer working independently. They prefer quieter work environments, and they are creative, imaginative, and insightful.

Introverted Intuitive Feeling Perceiving (INFP): Characterized by their creativity and communication skills, people with the INFP personality type are enthusiastic about their work, known to bring positive change, and thoughtful in their approaches to tasks.

Introverted Sensing Thinking Judging (ISTJ): Candidates in this group are reliable, hard-working, and consistent in their work. They work best in structured environments and are known for taking responsibility for any tasks assigned to them.

Introverted Sensing Thinking Perceiving (ISTP): Applicants who are ISTP personality types are good at breaking down, analyzing, and correcting complex problems. They often prefer quiet surroundings, but work well in teams in times of need.

Introverted Sensing Feeling Judging (ISFJ): Candidates with ISFJ personality types are known to deliver high-quality work. They are loyal and reliable in the workplace, and will consequently take on tasks rather than delegate them.

Introverted Sensing Feeling Perceiving (ISFP): Despite being introverts and enjoying working by themselves, people with ISFP personality types enjoy working in teams. They thrive on learning and skills development and excel in changing environments.

Recruiting with a 16 Types test

When recruiting, the 16 personality types are a good way to find out more about applicants and build diverse teams. A simple way to acquire these insights is to use a 16 Types test.

TestGorilla’s 16 Types test asks applicants to reflect on various examples using a self-evaluation questionnaire. The test lets them explore their choices on the four spectrums: introversion versus extraversion, intuition versus sensing, feeling versus thinking and judging versus perceiving.

The test is best used at the beginning of the recruitment process, to help you formulate the best interview questions for each candidate. But a 16 Types test can also be accompanied by role-specific skills tests to create a comprehensive assessment for the position you are recruiting for.

In addition, TestGorilla’s pre-employment screening tests help you identify the top candidates for the job, eliminating the need for CVs and streamlining the recruitment process.

In summary

Although personality assessments remain a popular choice for recruiters, a 16 Types test accompanied by technical skills tests can help you gain a deeper insight into applicants. With TestGorilla, you can find out more about candidates in relation to both hard and soft skills, before deciding on the top talent to invite to the interview phase.


What is the difference between an assessment and a test?
Ein Assessment ist ein Gesamtpaket von Tests und benutzerdefinierten Fragen, die du zur Bewertung deiner Bewerber:innen zusammenstellst. Jeder einzelne Test innerhalb eines Assessments ist so konzipiert, dass er etwas Bestimmtes prüft, z. B. eine berufliche Fähigkeit oder eine Sprache. Eine Bewertung kann aus bis zu 5 Tests und 20 benutzerdefinierten Fragen bestehen.Du kannst den Bewerbern:innen ermöglichen, auf verschiedene Weise auf deine benutzerdefinierten Fragen zu antworten, z. B. mit einem personalisierten Video.
Can I add my own questions to an assessment?
Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.
How do video questions work?
A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now." You can learn more about video questions here.
Can you explain how the other custom question types work?
Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here.
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Can I combine the 16 Typen test with other tests?
Yes. You can add up to five tests to each assessment.
Where in my recruitment process should I use the 16 Typen test?
We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email. TestGorilla replaces traditional CV screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

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