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  • 16PF Test

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    Joshua Jed Berdin
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    The 16PF personality test assesses 16 primary personality traits to provide insight into an individual's disposition. It aims to evaluate personality on a scale of traits rather than condensing them into global factors. The test rates factors as high or low and places candidates into descriptive subdivisions. The 16 traits assessed include warmth, reasoning, emotional stability, dominance, and others. The results provide information that can be useful for personal and career development.

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    The 16PF personality test assesses 16 primary personality traits to provide insight into an individual's disposition. It aims to evaluate personality on a scale of traits rather than condensing them into global factors. The test rates factors as high or low and places candidates into descriptive subdivisions. The 16 traits assessed include warmth, reasoning, emotional stability, dominance, and others. The results provide information that can be useful for personal and career development.

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    268 views2 pages

    16PF Test

    Uploaded by

    Joshua Jed Berdin
    The 16PF personality test assesses 16 primary personality traits to provide insight into an individual's disposition. It aims to evaluate personality on a scale of traits rather than condensing them into global factors. The test rates factors as high or low and places candidates into descriptive subdivisions. The 16 traits assessed include warmth, reasoning, emotional stability, dominance, and others. The results provide information that can be useful for personal and career development.

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    © All Rights Reserved
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    16PF Test

    by Psychometric Test • April 25, 2013 • Comments Offon 16PF Test

    Take the free 16PF personality questionnaire online and learn about your personality traits.Click the
    image below to begin the test:

    What is it?

    The sixteen personality factors or 16PF psychometric test assesses various primary personality
    traits in order to provide feedback about an individual’s disposition, traditionally used by
    psychologists in a clinical or research setting and more recently by recruitment consultants and
    prospective employers. Personality characteristics have been linked to job performance and
    satisfaction within occupational roles by a number of psychological studies, suggesting that not only
    will some individuals perform at a higher level in a specific employment; they are also more likely to
    gain greater satisfaction and fulfilment from a job that is suited to their character.

    Similar to the basis of the big-five personality test, the 16PF aims to evaluate personality in terms of
    traits and individual qualities; however, these are assessed on a scale among a range of aspects, as
    opposed to being given a score of high to low. By focusing on the sixteen primary personality traits
    instead of condensing them into a smaller number of global personality factors, the 16PF offers a
    range of information regarding individual disposition, also making it ideal for personal development
    within an occupational setting.

    In our test, the factors evaluated are rated “high” or “low” and then subdivided into a variety of
    descriptors; the candidate is then assigned to one of these subdivisions based upon the answers
    given throughout the questionnaire. For example, a low rating for “Warmth” would place the
    candidate within one of the subdivisions “Very Reserved” or “Fairly Reserved” whereas a high rating
    would allocate them either to “Fairly Warm” or “Very Warm”.

    The traits evaluated are as follows:

    1. Warmth, which is considered to indicate friendliness towards others and willingness to


    participate.
    2. Reasoning, which is thought to be indicative of cognitive ability and intellect;
    3. Emotional Stability, which refers to the candidate’s ability to adapt while under stress and
    whether they are easily upset.
    4. Dominance, which ascertains to levels of aggression, assertiveness and co-operation.
    5. Liveliness, which tends to indicate whether the candidate is likely to be cheerful or
    expressive as opposed to introverted or serious.
    6. Rule-Consciousness, which generally conveys attitudes towards authority and likelihood of
    obedience.
    7. Social Boldness, which refers to whether an individual is likely to be timid or shy as opposed
    to being uninhibited or out-going.
    8. Sensitivity, which considers whether the candidate is compassionate and sympathetic to
    others or if they tend to be more objective.
    9. Vigilance, which specifies how trusting, accepting or suspicious the individual may be around
    others.
    10. Abstractedness, which can refer to being imaginative or solution orientated but at the higher
    level can also suggest being impractical.
    11. Privateness, which can indicate how forthright or non-disclosing an individual might be.
    12. Apprehension, which is descriptive of whether someone may be more self-assured or
    insecure.
    13. Openness to Change, which is regarded as flexibility and a liberal attitude as opposed to
    being attached to the familiar.
    14. Self-Reliance, which identifies how self-sufficient or group orientated an individual might be.
    15. Perfectionism, which refers to self-discipline and precision as opposed to impulsiveness.
    16. Tension, which conveys the likelihood of being time driven or impatient instead of being
    relaxed and patient.

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