How to understand your company's "vibe" and "identity"

Are you familiar with something called "16 personalities"?
https://www.16personalities.com/ja

this isA type of personality test that classifies human personalities into 16 types.By answering the questions, you will be classified into one of 16 types. Your personality type is determined by the combination of which of the following four personality aspects you tend to exhibit more strongly.
[Awareness] Introvert or extrovert
[Energy] Sensing type or Intuitive type
[Temperament] Thinking type or Feeling type
[Tactics] Judgment-based or Perceptual-based
This evaluation metric is,Deepen your understanding of yourself, including your personality, perspective, and decision-making methods.It is also useful for that.
These 16 personality types are gaining worldwide attention for their potential to be useful in business, particularly in making career decisions and communicating with colleagues (bosses and subordinates).

I learned about these "16 personalities" from one of our partner companies that assists us with recruitment.
Our HR executive often says, "You can't fix a hiring mistake through training."
Therefore, they are very careful with their hiring process, and despite being a company of this size, they conduct not only resume screening but also aptitude tests, skill checks, and even four rounds of interviews.
We have set this frequency and duration to allow us to get to know job seekers well, and for them to thoroughly understand our company as well.
That's when I started thinking, "Could we use '16 personalities' in our recruitment and training processes?"
Even though we say "utilization," there wasn't a specific purpose at the time."What kind of people work at our company?"Driven by curiosity to find out, I started by having everyone take a diagnostic test.

Our company's results are as follows:
analyst5% (Commander 100%)
diplomat20% (75% for intermediaries, 25% for proponents)
guard person20% (75% consular officer, 25% defender)
explorer55% (Adventurers 55%, Entertainers 27%, Masters 9%, Entrepreneurs 9%)

The current characteristics of our company, as revealed by these results, are: An organization led by a top leader with a strong personality.And what supports that is,Idealistic and kind peopleor,Kind people with a second-in-command personality and a motherly nature. and,People who enjoy "thinking while running" whether for practical reasons, thrills, curiosity, or just going with the flow.That's right. The results will likely vary greatly depending on the industry and job type, but in our case, having a higher proportion of introverted people might be typical for a production-oriented company.
In this way, what we previously described as "typical of our family" can now be put into words objectively.
You can also consider which of the '16 personalities' best suits the type of person you're looking for by comparing it to the type of person you're applying to.
Furthermore, by understanding the type of job seeker, we can gain insights into their strengths and weaknesses that they may not be aware of, such as "What kind of work is this person suited for?" (though this is only a clue).

When you break down each person's type using "16 Personalities," you start to understand things like, "Ah, that's why A and B get along so well even though they're in different departments and have different jobs," or "That's why C is so particular about these things."
This "16 Personalities" diagnostic test is positioned as a much lighter version of the MBTI assessment, and as such, you can easily find out your results.
However, it's probably best to take this information as just a reference and use it lightly.
Also, instead of trying it company-wide all at once, it might be a good idea to start by having only the top management try it out.
Our management team tried it out, and we thought it was interesting, so we had everyone else take the test as well.
At our company, we only shared the diagnostic results with HR, but we've seen people excitedly discussing "Hey, what type were we?" after work, which has created unexpected communication.

It seems like a good tool to easily understand your company's unique characteristics and the types of people who make up your company.
This could be useful information when deciding on recruitment and training policies.