16PF Personality Test: The 16 Factors and How It Is Used
The 16PF is one of the oldest and best-researched personality questionnaires used at work. If an employer, assessment centre or coach has asked you to complete it, you will spend half an hour or so answering questions about how you think, feel and behave. There are no trick questions and, for most of it, no right answers. But knowing what it measures and how employers read it makes a real difference to how calmly you approach it.
This guide explains who publishes the 16PF, the 16 primary factors and five global factors, how it is used in selection, what the item types look like, and how to prepare honestly.
What Is the 16PF?
The Sixteen Personality Factor Questionnaire, usually written 16PF or 16pf, was developed by psychologist Raymond Cattell, who used factor analysis to reduce thousands of descriptive words to a smaller set of underlying personality dimensions. The questionnaire has been revised several times; the fifth edition from 1993 is the one most research refers to, and Talogy now also offers a sixth edition delivered with computer adaptive testing.
Talogy, the current publisher, describes the 16pf as a workplace personality assessment built on more than 70 years of psychometric science. According to Talogy's product page, its current version:
- measures 16 primary personality factors and 5 global factors;
- takes about 30 to 40 minutes;
- is available in more than 20 languages, depending on version;
- reports 20 to 25 job-related competencies;
- requires users (the people interpreting results) to be accredited.
Who Publishes the 16PF?
The 16PF was long distributed by IPAT, the Institute for Personality and Ability Testing, the organisation set up to distribute Cattell's assessments. Talogy's company history says that its predecessor acquired Performance Assessment Network in 2017, which brought IPAT and the 16pf with it, and that the group rebranded as Talogy in 2022 alongside Caliper, Cubiks and others. You may also see the 16PF offered through local distributors, who name Talogy as the publisher.
If you also face a Talogy ability test or the Caliper, our guides to Talogy and Cubiks assessments and the Caliper assessment cover those.
The 16 Primary Factors
Each factor is bipolar: both ends describe a real way of being, and neither end is "good". The factor names as published:
| Factor | Low scores tend to be | High scores tend to be |
|---|---|---|
| Warmth | Reserved, impersonal | Warm, attentive to others |
| Reasoning | More concrete in thinking | More abstract in thinking |
| Emotional Stability | Reactive to setbacks | Emotionally steady |
| Dominance | Cooperative, deferential | Forceful, assertive |
| Liveliness | Serious, restrained | Spontaneous, enthusiastic |
| Rule-Consciousness | Flexible with rules | Rule-conscious, dutiful |
| Social Boldness | Shy, cautious socially | Socially bold |
| Sensitivity | Practical, tough-minded | Sensitive, aesthetic |
| Vigilance | Trusting, accepting | Vigilant, sceptical |
| Abstractedness | Grounded, practical | Imaginative, idea-oriented |
| Privateness | Open, forthright | Private, discreet |
| Apprehension | Self-assured | Self-doubting, apprehensive |
| Openness to Change | Traditional | Open to change, experimenting |
| Self-Reliance | Group-oriented | Self-reliant |
| Perfectionism | Tolerates disorder | Organised, perfectionistic |
| Tension | Relaxed, patient | Driven, impatient |
The descriptions in the two right-hand columns are our plain-English summaries, not the publisher's wording.
The Five Global Factors
The primary factors cluster into five broader dimensions, which Talogy and its distributors list as Extraversion, Anxiety, Tough-Mindedness, Independence and Self-Control. These line up loosely with the Big Five model of personality. If you have taken a Big Five questionnaire, the global factors will feel familiar; our Big Five personality test guide explains that model.
In reports, global factors give the quick overview ("highly extraverted, low anxiety") and the primary factors explain the detail ("the extraversion comes mainly from social boldness rather than warmth").
Validity Scales
The fifth edition includes three response-style indices: Impression Management (answering in an unusually socially desirable way), Acquiescence (agreeing with statements regardless of content) and Infrequency (choosing unusual or middle responses unusually often). They do not judge you; they tell the interpreter how much to trust the profile. A high Impression Management score typically leads to probing questions in a feedback session or interview.
How Employers Use the 16PF in Selection
Talogy positions the 16pf for hiring, development and leadership. In selection, it is typically used in one of these ways:
- Shortlisting against a role profile. The employer defines which competencies matter, and the report shows where your profile supports or challenges them.
- Structuring the interview. Many interviewers use the report to choose follow-up questions. If your profile suggests you prefer working alone, expect a question about a time you had to collaborate closely.
- Assessment centres. The 16PF often sits alongside ability tests, group exercises and interviews. See our assessment centres guide.
- Feedback sessions. Because interpreters must be accredited, you may get a conversation about your results rather than a raw score sheet.
It is rarely used as a pass/fail filter on its own. Good practice is to combine it with other evidence. Our guide to understanding personality assessments covers how employers combine personality and other data.
What the Questions Look Like
We do not reproduce real 16PF items. Below are our own examples of the item styles described in the fifth edition documentation and by candidates. The first four are self-description items without a right answer; the explanation says what such an item touches on. Questions 5 to 7 are reasoning items, which do have a correct answer, because the Reasoning factor is measured with short problem-solving items rather than self-ratings.
Practice question 1
"At a social event, I usually start conversations with people I do not know."
A. True B. In between C. False
What it measures: Social boldness and, more broadly, extraversion. There is no right answer. Be careful with the middle option: using it sometimes is natural, but using it for almost everything makes your profile flat and can raise the Infrequency index.
Practice question 2
"I prefer to: A. follow established procedures that have worked before B. not sure C. try new approaches even when the old ones work"
What it measures: Openness to change versus a preference for tradition, with some link to rule-consciousness. A finance controller and a product designer might both be excellent with opposite answers.
Practice question 3
"When someone criticises my work, it stays on my mind for a long time."
A. True B. In between C. False
What it measures: Apprehension and emotional stability. Many candidates are tempted to answer "False" automatically. Answer as you actually are; an honest "In between" with a good example of how you handle feedback is more convincing in the interview than a profile that claims no doubt at all.
Practice question 4
"I would rather work on a task: A. alone, at my own pace B. in between C. with a team, sharing ideas"
What it measures: Self-reliance versus group orientation. Neither is better. Interviewers will usually check the answer against your examples, so consistency between questionnaire and interview matters more than which end you lean towards.
Practice question 5
"Hand is to glove as foot is to:"
A. Shoe B. Leg C. Toe D. Walk
Answer: A. A glove covers a hand; a shoe covers a foot. The relationship is "worn over", not "part of" (toe) or "attached to" (leg).
Practice question 6
What number comes next: 3, 6, 12, 24, ...
A. 30 B. 36 C. 48 D. 52
Answer: C. Each number doubles: 24 x 2 = 48.
Practice question 7
"All the managers attended the meeting. Lena did not attend the meeting." Which statement must be true?
A. Lena is a manager. B. Lena is not a manager. C. Some managers did not attend. D. Lena attended another meeting.
Answer: B. If every manager attended and Lena did not, Lena cannot be a manager. C contradicts the first statement, and D is not supported. For more reasoning practice, see our deductive reasoning tests guide.
How Results Are Reported
16PF scores are usually reported as stens, standard scores from 1 to 10 with a mean of 5.5 and a standard deviation of 2, compared with a norm group. Scores around the middle are common; very low or very high scores mark the most distinctive parts of your profile. Reports then translate factor patterns into competencies, leadership style, or development suggestions.
The key point for candidates: an extreme score is not a bad score. A high Tension score may mean drive and impatience, which can be an asset in a fast-paced sales role and a risk in a role needing patience. The interpretation depends on the job.
Common Mistakes
Answering as the "ideal candidate". Validity scales exist precisely for this. A suspiciously perfect profile invites scepticism.
Overusing the middle option. It feels safe, but it removes information and can flag the profile.
Changing perspective. Decide whether you are describing yourself at work (usually the right choice for selection) and stay with it.
Rushing the reasoning items. They look easy among the self-descriptions, which is exactly when careless errors happen.
Not preparing for the follow-up. The interview is where your profile gets discussed. Have examples ready.
How to Prepare Honestly
You cannot study for a personality profile, and you should not try. You can, however, prepare so that the questionnaire reflects you accurately and the interview goes well.
- Know your patterns. Write down how you typically behave in teams, under pressure and with rules. Real examples help you answer quickly and consistently.
- Do one practice questionnaire. Any reputable workplace personality questionnaire will make the format feel familiar. Use our free tests to warm up on reasoning items.
- Plan your setting. Take it in one sitting, in a quiet room, when you are rested.
- Prepare for feedback. Pick two factors you expect to be distinctive in your profile and prepare an example that shows how each helps and how you manage its downside. The STAR method interview questions guide shows how to structure these.
- Ask for feedback afterwards. Because interpreters are accredited, many employers are willing to share a summary. It is useful for your own development whatever the outcome.
Frequently Asked Questions
Who publishes the 16PF?
The 16pf is published by Talogy. It came into the Talogy group through IPAT, the company originally set up to distribute Raymond Cattell's assessments, when Talogy's predecessor acquired Performance Assessment Network in 2017.
What are the 16 factors of the 16PF?
Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism and Tension.
How long does the 16PF take?
Talogy gives about 30 to 40 minutes for its current version. It is not a speed test, but answering steadily and without overthinking gives the most consistent profile.
Can you fail the 16PF?
Not in the usual sense. Most of it describes preferences, and employers compare your profile with what the role needs. The Reasoning factor is the exception: it is measured with items that have correct answers.
Can the 16PF detect faking?
The fifth edition includes validity scales, including Impression Management, which flags unusually socially desirable answering. A very polished profile can lead to follow-up questions rather than a better result.
About the author
Ingmar van Maurik is a specialist in test and interview preparation who helps candidates perform better in recruitment processes.
References
Talogy, 16pf personality assessment: https://talogy.com/en/talent-management-solutions/assessments/16pf-personality-assessment/ Talogy, About us: https://talogy.com/en-ae/about/ JVR Psychometrics, 16pf catalogue entry: https://jvrpsychometrics.co.za/catalogue/16pf Wikipedia, 16PF Questionnaire: https://en.wikipedia.org/wiki/16PF_Questionnaire