Welcome to our exploration of the intricate landscape of soft skills assessment. Our journey delves into R.B.Cattell’s 16 Personality Factor Questionnaire, a renowned instrument for evaluating personality traits. 

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Join us on this insightful venture as we unveil the distinctions, strengths, and limitations inherent in these two assessments, offering a deeper understanding of the dynamic realm of soft skills testing.

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What is Cattell’s 16 Personality Factor Questionnaire?

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The 16 Personality Factor Questionnaire (16PF) is a widely used personality assessment tool designed to measure an individual's personality traits. 

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Developed by psychologist Raymond Cattell in 1949, the 16PF is based on Cattell's factor analysis theory, which posits that personality can be understood through a set of underlying traits (ex:emotional stability, dominance, liveliness, rule-consciousness) .

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The 16PF originally had 187 questions, making it a relatively comprehensive assessment tool. However, there are shortened versions available, such as the 16PF-5, which includes 185 items, and the 16PF-Q Questionnaire, which may have fewer questions for specific applications.

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How did all that start? Well, Cattell started with a massive list of personality words (over 18,000!), then used factor analysis, a statistical detective, to uncover 16 core factors.  As Cattell stated: these factors "permit a prediction of what a person will do in a given situation." 

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In these tests, writers might score high on imagination, while pilots might be more practical. This adds another layer to understanding personality across professions.

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Unlike other tests, the 16PF focuses on normal personality, offering a "healthier" approach. It highlights your strengths and tendencies within a normal range.

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How does the 16PF work?

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The 16 Personality Factor Questionnaire (16PF) functions as a self-report questionnaire. Here is a example of what it looks like :

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It evaluates an individual's personality traits based on 16 personality factors. Respondents rate themselves on various traits such as: 

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1. warmth;
2. reasoning;
3. emotional stability;
4. dominance;
5. liveliness;
6. rule conscious;
7. social boldness;
8. sensitivity;
9. vigilance;
10. abstractness;
11. privateness;
12. apprehension;
13. open to change;
14. self-reliance;
15. perfection;
16. tension 

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These factors, derived through factor analysis, offer insights into how individuals typically respond to different situations. 

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In order to understand what  a Factor analysis is, imagine that it is like a detective tool for researchers. It helps them find hidden reasons or connections between different pieces of information. Imagine you have data on people's height, weight, and hobbies. Factor analysis helps reveal if there's a common factor, like "size," that influences these traits. It's like finding a clue that explains why certain traits go together in your group of friends.

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The 16PF Questionnaire takes approximately 30 to 50 minutes to administer. It can be taken on a computer, but it can also be taken in pencil-and-paper form. 

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It is often administered and interpreted by a trained professional but can also be self-administered. 

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What is The Scoring and interpretations For 16PF?

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Each personality factor is scored on a 10-point scale. A score below 4 is considered low, and a score above 7 is considered high. 

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The context, interaction, and overall score also need to be considered in addition to the scores on each factor.

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The following 16PF test questions are close representations of what you will face when taking the test, and will give you a glimpse of what the test feels like and what it aims to find out about you.

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Example: My thoughtfulness and charitable nature are my foundation. 

Explanation: Each question in the test is related to at least one personality factor (oftentimes a question will reflect upon several), and in this case the question is primarily about Warmth. 

If you are applying for a position that involves caretaking, such as nursing, this question and the Warmth factor could be central. 

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Exemple: I continue until everything is perfect. 

Explanation: Perfectionism is another of the 16 factors, and sometimes, such is the case in this question, you can understand what the question is about through a key word - Perfect. 

Although many people might think being high in perfectionism is always a positive thing, it isn't this simple. Some employers actually seek candidates who can tolerate disorder, in which case a high level of perfectionism could be negative. 

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The questionnaire's results are then scored and interpreted by professionals, providing a detailed profile of an individual's personality. 

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The 16PF is widely used in fields like clinical psychology, career counselling, and research, offering nuanced insights for personal development and career planning. 

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The 5 limitations of the 16PF 

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Although the 16 Personality Factor Questionnaire (16PF) is a widely used personality assessment tool, it is essential to be aware of its limitations. 

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Here we cite some of the main drawbacks of the 16PF:

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1. Complexity and length: The 16PF is a comprehensive instrument with a relatively large number of items (187  to remind you). This can lead to a longer time, which may be perceived as annoying for respondents, and can lead to many errors of judgement. 

2. Professional interpretation required: The interpretation of 16PF results is often best done by trained professionals in psychology or related fields. This reliance on professional interpretation can limit its accessibility and may require additional resources for effective use.

3. Overlapping constructs: Some critics argue that certain factors measured by the 16PF may overlap or be too similar, potentially leading to redundancy in the assessment. This overlap could limit the instrument's ability to capture distinct aspects of an individual's personality. For example, the traits of "warmth" and "sensitivity" might share commonalities, blurring the distinction between them and limiting the instrument's effectiveness in capturing unique facets of an individual's personality.

4. Limited predictive power: While the 16PF provides valuable insights into an individual's personality traits, it may lack precision in predicting job performance in specific work environments or industries.  Jobs vary significantly in their requirements, and success in one role may not necessarily translate to success in another. The 16PF, being a general personality assessment, may not offer the level of specificity needed to predict an individual's success in particular job contexts. 

5. Matching job market needs: The 16PF primarily focuses on broader personality traits and factors, such as interpersonal style, emotional stability, and intellectual preferences. 

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While these traits offer valuable information, they may not directly address job-specific skills and competencies that are crucial in certain industries or roles. In today's labor market, there is an increasing emphasis on assessing not only personality but also job-related soft skills, which the 16PF may not capture comprehensively.

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What alternative to the 16PF?

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If you're looking for alternatives to the 16PF that focus on personal traits, there are several well-regarded options to consider. 

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One popular choice is the Myers-Briggs Type Indicator (MBTI). Unlike the 16PF, which measures individuals across 16 spectrums, the MBTI categorizes them into 16 distinct personality types based on four preferences. However, while the MBTI offers a helpful framework for understanding personality, it has been criticised for being less scientifically rigorous than the 16PF. 

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There are other alternatives as well, such as the HEXACO (Honesty-Humility, Extraversion-Agreeableness, Conscientiousness, Openness-to-Experience), SOSIE (Social, Optimistic, Spontaneous, Idealistic, and Extroverted), and Big Five (OCEAN - Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) inventories. Each offers a unique perspective on personality traits. 

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However, if you're looking to go beyond personality assessment and want to focus your efforts on talent management or on developing the skills that contribute most to your company's performance, then this section will be relevant to you.

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Because we think that the the Soft Skill Scan is the best solution in order to discover the true soft (core) skills and implement them intocareer development program to boost the performance of your employee or students. 

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Is The Soft Skill Scan the best alternative?

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In today's world, technical skills (hard skills) are essential, but they're not the whole story. Soft skills, encompassing communication, teamwork, and problem-solving, are increasingly recognized as the secret weapons for success. However, unlike hard skills, soft skills can be elusive to define and assess.

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Rising Up: Bridging the soft-skill Gap with Cognitive Science

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Enter Rising Up, a company leveraging advancements in cognitive science to bridge the gap in soft skills evaluation. 

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Our innovative tool, the Soft Skills Scan, offers a reliable and comprehensive assessment designed to:

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• Uncover Strengths and Areas for Growth: The Soft Skills Scan dives deep into 25 key soft skills, pinpointing an individual's strengths and highlighting areas for improvement. This empowers educational institutions, career services, and talent managers to provide targeted support where it's needed most.

• Actionable Insights, Not Just Scores: Soft Skills Scan goes beyond simply identifying weaknesses. It delivers personalized recommendations and formative content to guide individuals on a personalized development journey. This actionable approach empowers individuals to actively improve their soft skills.

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Rising Up's Scientific Edge

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Rising Up's commitment to science doesn't stop there. Our approach delves deeper, analyzing the unique learning capacity, behaviors, and cognitive processes that shape individuals in the workplace. 

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This rigorous scientific foundation is further validated by their Deeptech certification from the European Innovation Council (EIC) in 2023.

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The proof of success

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With over 3,000 satisfied students and users, Rising Up's solutions are making a real difference in the world of soft skills development.

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How Does Rising Up Use The Soft Skill Scan?

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The soft skills scan analyzes whether an individual has the right level of soft skills for his or her sector and profession. 

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The test measures personal attributes and interpersonal skills that influence productivity in the workplace and the quality of social relations.

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What's more, the tool not only provides a snapshot of a given state, but is already able to prompt individuals to change their behavior, offering personalized recommendations in 25 areas such as:

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4 main differences between The Soft Skill Scan and the 16 PF 

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In assessing which soft skills test was better, 4 main differences arose:

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1. Soft Skills feedback: The 16PF primarily provides a personality profile, and interpreting the results often requires professional expertise.  In contrast, Rising Up's Soft Skills Scan delivers clear, easy-to-understand reports that pinpoint your strengths and weaknesses. More importantly, it goes a step further by offering personalised recommendations and formative content to help you improve in areas needing development.  Soft Skill Scan’s training offers educators, career developments and school directors unique features to optimise students' professional integration by aligning skills with desired career paths and even more, to monitor student progress with insightful real-time reports! Rising Up even provides a certificate upon completion, a tangible reward for your growth journey.

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2. Timing and Length: The 16PF includes a large number of items which makes the test longer for participants. The Soft Skill Scan, contrarily, takes a few minutes to complete and gives immediately the results (25mn).The test can be taken at the beginning and end of the year to observe the progress made on each of the individual's key skills.

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3. Kind of Measurement: The 16PF may not capture the dynamic and situational aspects of personality, such as changes in learning in different contexts or life experiences. On the other hand, the analysis of soft skills provides access to the skills that the individual has had since birth, and which he or she has enriched through his or her schooling, professional and personal experience. 

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4. The results:: The interpretation of 16PF results is often best done by trained professionals. This is a limitation compared to the Soft Skill Scan, which does not require any professional to understand the results as they are straightforward. 

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Conclusion

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Considering a personality assessment tool? The choice between the 16PF and Rising Up's Soft Skills Scan depends on your goals.

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The 16PF shines a light on your personality. It breaks down  into 16 core traits, revealing your strengths, motivations, and potential behavioural tendencies.

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But if your focus is on actively improving your skills, Rising Up's Soft Skills Scan takes a different approach. This assessment goes beyond personality to evaluate the interpersonal skills, communication style, and other "soft skills" crucial for professional and personal success.

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Soft Skills Scan doesn't just show you your skills; it helps you improve and master them. With personalised feedback, engaging activities, and formative content, it guides you on a development journey. Plus, upon completion, you'll receive a scientifically validated certificate, a tangible reward for your growth.

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Send us a message 📩 to hello@risinguparis.com and we'll organize a 15-minute demo for you within a week.

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Warning: The Soft Skill Scan does not intend to replicate or replace the  16PF  test because the two tests follow different methodologies, while providing different values. Both tests help individuals become aware of their talents, strengths, and what makes them unique. Rising Up does not challenge or diminish the value of these tests and encourages individuals to take both assessments. If you have any questions, feel free to contact us at hello@risinguparis.com

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