16pf Report Options – Make the Most of Personality Profiles


The 16pf is a renown in-depth measure of personality. It offers evaluation of wide-ranging, broad factors (similar to the Big 5), while also breaking down contributions from more specific, unitary primary factors. This combination covers the full spectrum of traits making up personality. The depth of analysis provided through this measure holds implications for many workplace applications. Examples include: evaluating match for desired levels of behaviours; profile assessment by occupation; strengths relevant to career progression; development of leadership potential; and ratings on job-specific competencies.

The range and breadth of reports presently offered for organizational purposes make the 16pf one of the most versatile instruments available. While early versions of the 16pf required a lengthy and tedious hand-scoring for trait profiles, the 6th edition offers computer-generated reports instead. The variety of reports available today are designed for readers ranging from candidates with little understanding of statistics to highly experienced testing practitioners.

16pf reports vary in potential uses, and in the level of depth at with the profile is presented. For example, specific reports are available for use in measuring work-related competencies, providing career advisement, developing managers, and assessing employees for recruitment or selection. Some examples of 16pf computerized reports that are available include:

  1. Versatile trait score summary: 16pf Profile Report

The highly versatile 16pf Profile Report provides a striking graphical representation of profile scores, portraying scores on primary traits and global factors. Uses span selection, career and development applications. Professional training is required to interpret and work with this report, such as that provided during Selection by Design’s 16pf Specialization Training, or our BPS/EFPA Test User: Occupational, Personality course.

  1. Personality-based career preferences: 16pf Interpretive Report 

The personality-based occupational preferences provided through the 16pf Interpretive Report make it highly useful for career development and guidance. Based on 16pf personality trait scores, the individual’s occupational interests are presented. These are graphically illustrated and evaluated within the popular John Holland model of Occupational Types (Self-Directed Search; Holland, 1985). Six potential occupational themes are considered, including Realistic, Artistic, Investigative, Social, Enterprising and Conventional. Based on type match, potentially well-suited jobs are identified. The results from the 16pf Interpretive Report provide an excellent starting point for career exploration or re-direction.

Selection by Design’s Test User: Occupational, Ability training introduces the Holland model and the Self-Directed Search career assessment instrument. Those of you who have completed our Ability training may recognize this report as a very useful extension of concepts from Holland’s theory, incorporating personality traits.

  1. Evaluating candidate proficiencies: The 16pf Competency Reports

The 16pf 6th edition offers four different reports that provide individual ratings on specific job-related competencies. The four 16pf Competency Reports vary in how in-depth a narrative discussion is included, and in the type of interpretation provided. These include:

  • The Competency Profile – Provides a concise graphic profile of competency scores. A narrative summary of the candidate’s potential fit and likely level of performance is presented for each area.
  • The Competency Report is the most extensive of the reports on specific job proficiencies. The individual’s competency scores are graphically presented and explained. Individually tailored follow-up interview questions and developmental tips are included for specific competencies. A helpful reference list of competency definitions is included at the end of the report.
  • The Competency Development Report draws on trait-based proficiency scores to present developmental tips for work-related growth and performance.
  • The Competency Profile & Interview Guide focuses on individually-tailored, competency-based interview questions. It is an extremely useful addition to candidate assessment for selection decisions.

With any of these 4 reports, competency ratings can be used to help evaluate potential hires. Alternatively, results may indicate employee strengths and potential realms for development, in the context of development and career progression.

Up to 20 different competencies may be evaluated within any of the 16pf competency reports. These cover 3 distinct areas: Intellect, Drive and Resilience, and Interpersonal. Competencies reflecting Intellect include: analytic problem solving, innovation, strategic planning, commercial awareness, clear written communication, and technological orientation. Falling under Drive and Resilience are: drive for excellence, customer focus, continuous learning, coping with pressure, initiative, flexibility, decision making, planning and organizing, and reliability. Interpersonal covers: cooperative teamwork, influencing, clear oral communication, management of others, and integrity and respect for others.

The candidate’s fit for each competency is rated from poor to excellent, on a scale of 1 to 5. A rating of 3 is considered acceptable fit. Ratings for each competency are based on an algorithm reflecting scores on relevant 16pf traits.

When you are deciding which competencies to include in an employee assessment, base them on a systematic assessment of what the job in question entails. This can be determined, and justified, through a thorough job analysis. (Selection by Design can assist you in planning and carrying out a job analysis. Contact us to find out more). Competencies which are best matched to success for a particular job, and required level of each competency, should be identified prior to evaluating each candidate’s standing.

  1. Choosing and developing leaders: 16pf Managerial Potential Report

The 16pf Managerial Potential Report provides an in-depth analysis of one’s potential to effectively direct and supervise others. By drawing on scores across the 16 primary traits, performance across 5 key areas of management is predicted: Leadership, interacting with others, making decisions, initiative, and personal adjustment. A narrative evaluation of potential performance and a graphic profile of incorporated trait scores are presented for each of the 5 components. The result is a detailed breakdown of the candidate’s potential strengths and areas for future focus.

The Managerial Potential Report is an excellent tool for use in selecting leaders, or as a starting point for work towards identifying a manager’s developmental goals.

  1. In-depth analysis and interpretation: 16pf Comprehensive Insights Report

The 16pf Comprehensive Insights Report is indispensable when an in-depth interpretation of primary trait and global factor scores is required. It provides an extensive evaluation of the candidate’s 16pf profile applicable to a wide range of uses, spanning selection, development, career advisement and coaching.

Three reports are included, allowing results to be professionally assessed and readily shared. A 16pf practitioner report includes a very in-depth evaluation for each of the 5 global factors, considering contributions from each of the 16 traits. Potential strengths and areas for development are described in detail. Individually-tailored follow up questions are also presented. which are of great value in probing and exploring trait scores with candidates during feedback. Those of you who have completed our training will recognize this as highly useful towards verifying trait scores. Narrative results reports which may be shared with (1) the candidate themselves, and (2) their manager, are also provided. These are non-technical summaries, and can be easily understood without formal training in psychometrics.

The Comprehensive Insights report is a tremendous asset to persons who are beginning their work as trained professional Test Users.

16pf Report Options – Details, Sample Reports & Training

You can find much more detail on 6th edition 16pf report options, along with a 16pf report sample for each, on our 16pf products page. Please note, to purchase and interpret these reports you must be qualified in working with this test. Access to any 16pf reports requires training in the use and interpretation of this measure. You may become a qualified BPS Test User by attending Selection by Design’s Occupational Test User training. If you’ve already completed BPS Test User training, you may benefit from our new 16pf Specialization Training.

Remember, personality tests should never be used alone in making any work-related decisions. All scores and interpretation provided in computerized reports should be treated as hypotheses, or potentials to be explored through additional information about the candidate.

If you have questions about the 16pf, 16pf traits, or which 16pf report options are best for your needs, please get in touch at (353) 01 653 2135 or contact us here. We’re happy to talk in more depth about how the 16pf can help you achieve your business or personal goals.

Happy testing!

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