Cattell's 16 Factors: Main Traits of the Personality Test

Cattell was the creator of the 16 PF Test. However, three important contributions of the author to psychology could be mentioned: the development of a prominent theory of personality, the creation of new methods for statistical analysis, and the development of the theory of crystallized and fluid intelligence (later developed by his student John Horn).

In this text, we will describe the 16 traits measured by Cattell's 16 factors. It should be noted that there are no right or wrong answers when taking the 16 PF test. Each person must answer the test questions as honestly as possible, so that an idea of the candidate's personality can be obtained. Nor can we say that a low or high score on a particular factor is good or bad, even though there are social perceptions that tend to see one extreme as the desirable one. In general, it will be the characteristics of the position to be filled that determine which scores are most appropriate.

A Affability

This scale would describe a person who can range from apathetic and reserved to very sociable. A person with A- might be cautious in their relationships with others and would prefer to be alone rather than work with others or in a team. On the other hand, a candidate with A+ would be the opposite: they would choose to work in a group and would bond optimally with others.

B Reasoning

This factor describes a candidate's reasoning ability. It measures their intellectual capacity. It should be clarified that, in order to measure a person's intellectual capacity, a battery of tests is necessary. A person's intelligence cannot be evaluated with a single test, much less with a single scale.

Another aspect to keep in mind is that a candidate with a B- may be a person with little education or schooling.

C Stability

The original name given by Cattell was Ego Strength. This scale measures a candidate's emotional stability: their ability to cope with the problems that arise and their self-perception of well-being.

E Dominance

It measures a person's capacity for dominance or submission. That is, whether a candidate is competitive or collaborative.

F Liveliness

This scale evaluates a person's level of extraversion: whether they are spontaneous or calm, enthusiastic or cautious.

G Attention to rules

It calculates whether a candidate tends to follow the rules or not. Whether they are a person who can abide by a rule or ordinance or who usually defies them.

H Boldness

It measures feelings regarding inhibition, that is, whether the person is shy or outgoing. An H+ on this scale is essential for candidates for customer service positions and for salespeople.

I Sensitivity

Here, feeling or thinking would be measured as a tool for evaluation when facing a conflict or problem. That is, whether the person is logical and rational or intuitive and sensitive.

L Vigilance

This scale measures the candidate's sense of alertness toward the opinions and behaviors of others. Whether they are a trusting and relaxed person or, on the contrary, a distrustful person with a vigilant attitude.

M Abstraction

This scale is a measure of practical feeling. It evaluates whether a candidate directs their thinking and attention toward mental processes or whether, on the contrary, they are guided by practical and concrete aspects.

N Privacy

This factor evaluates whether a person tends to be open about their private life (or not). An N+ would be a discreet candidate, reluctant to provide information about their personal life. An N- is a person who is transparent and open to providing information about their personal life.

O Apprehension

It assesses whether a person is self-confident or tends to worry too much about the problems or various situations that come their way. An O- is a candidate who can cope with stressful situations, and an O+ can be more cautious and even anticipate problems.

Q1 Openness to change

This scale evaluates a candidate's attitude toward change. A person may be open to change and even enjoy it, or may prefer routine and the unchanging nature of everyday situations.

Q2 Self-sufficiency

It would range between independence and a preference for working alone, and a person who prefers to work in a group and be dependent on it. It should be noted that roles such as Junior or with little work experience may prefer (and it is recommended) to work in relation to a group or to be dependent on another person.

Q3 Perfectionism

This scale would evaluate the candidate's potential to reach an idealization of their SELF. That is, whether they are a goal-oriented and detail-oriented person or a person who tolerates ambiguity and is tolerant of disorder.

Q4 Tension

This factor measures the level of anxiety or frustration a person has. A person with Q4+ is highly effective because of their motivation and restlessness; however, they may be an extremely anxious person, and this may be harmful when resolving situations. A candidate with Q4- is patient and calm.

If you are looking for a test to measure Cattell's 16 factors (or other psychometric tests) for your recruitment and selection processes, you can sign up for free to use Evalart's online tests.