16 tipi

Utilizza 16 tipi per assumere i migliori

About the 16 tipi test

Le scelte che facciamo in determinate situazioni rivelano come percepiamo e interpretiamo il mondo. Possono mostrare le nostre simpatie e antipatie, aspirazioni e paure, abilità e punti deboli. Comprendere le preferenze di un'altra persona ci consente di comprendere meglio la sua personalità e i suoi tratti principali, nonché di comprendere il modo in cui gestisce i problemi e le opportunità.nnIl test dei 16 tipi è un questionario introspettivo di autovalutazione che chiede alle persone candidate di riflettere sulle proprie preferenze in varie circostanze. Il test incoraggia a esplorare le proprie scelte sulla base di quattro dimensioni bivalenti: introversione ed estroversione, intuito e ragione, sensibilità e pensiero, giudizio e percezione. nnA seconda delle risposte, le persone candidate mostreranno una preferenza per un determinato lato di ciascuna dimensione. I risultati vengono dati combinando la prima lettera di ogni preferenza fino a formare un tipo di personalità di quattro lettere così da dedurre uno dei 16 tipi possibili, ad esempio eNfp o isTj. Le lettere maiuscole rappresentano una preferenza particolarmente marcata nei risultati individuali di ciascuna persona candidata. 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. nnLa pagina dei risultati di ciascun questionario offre una descrizione dettagliata del tipo di personalità della persona candidata. Fornisce suggerimenti sia a questa che ai suoi potenziali colleghi in merito a quale sia il modo migliore per lavorare insieme ai diversi tipi di personalità.

Il test è stato creato da un esperto di settore

Sergei M.

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I test di TestGorilla sono creati da esperti di settore. Valutiamo i potenziali esperti di settore in base alle loro conoscenze, capacità e reputazione. Prima di essere pubblicato, ogni test viene esaminato da un altro esperto e poi calibrato utilizzando centinaia di partecipanti al test con esperienza specifica nella materia. I nostri meccanismi di feedback e algoritmi unici consentono ai nostri esperti di settore di migliorare costantemente i loro test.

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Utilizza TestGorilla per assumere i migliori in modo più veloce, facile e senza pregiudizi

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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.

FAQs

What is the difference between an assessment and a test?
An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized 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.
Can I customize an assessment with my company logo and color theme?
Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.
What type of support do you offer?
Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive Help & Inspiration Center.
What is the cost for using the 16 tipi test?
You can find our pricing packages here. Sign up here to try TestGorilla today.
Can I combine the 16 tipi 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 tipi 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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