Career Assessment Instruments : Career Goals

It’s beneficial because there is some points that did explain the type of person I am and what profession that works best for me. So far in my career, I think that I’m more a yellow category. As a caseworker my work ethics demand me to be organize, managing, structured, and controlled. I think that overall this assessment chooses Red as where career wise is best for me. Looking at the numerous career options I see maybe few that I would consider seeing myself working at. For example, being a chef is definitely something I considered. I enjoy cooking and at times I wished I went into the culinary field at an earlier age.

Purpose: Use your Precision and Sequence to document and reflect on the results of your TypeFocus assessment to gain more insight into your personality, interests, values, and suggested careers for your personality type.

Questions about capability, usefulness, and worth arise, including the value they can bring to the workforce. In my opinion, it is important that assessments, and even counseling strategies make sense and connect with each other. Many of the subscales or information elicited by clients during the CBI may bring up conversations related to client negative self-talk. The Career Thoughts Inventory (CTI) operates within the framework of Cognitive Information Processing Theory, and addresses doubt and any cognitions associated with “career indecisiveness and assesses [clients’] ability to differentiate between their own perceptions of career options,” (Sheparis, Perepczka, & Limoges, 2012, p. 170). The CTI is a 48-question formatted utilizing Likert Scales, which utilizes a workbook to “help clients identify, challenge and reframe negative thoughts,” that are challenging clients’ ability to move forward in occupational decisions (Saunders, 2014, p.

The purpose of this instrument is to assist a client’s interest as it relates to vocational abilities and career planning. Beulah scored high in areas Social 16, Enterprising 14, conventional 8, Investigative 6, Realistic 2. These type of scores are classified to be ordinal, as “the variables are rank-ordered from the greatest to the least or the best to the worst” (Drummond, Sheris, and Jones, 2016, p.49). Another instrument that was utilized by the Career counselor to assist Beulah was the Otis-Lennon School Ability Test, where she scored an IQ of 164. These types of scores from these test are considered to be interval data, as “it encompasses qualities of both magnitude and equal intervals, however there is no absolute zero” (Drummond, Sheris, and Jones, 2016,

Strong and Kuder both found ways to measure vocational interests. The main difference between the two methods of measuring these vocational interest lies with the types of scales and scores used in giving individuals there results. Strong primarily used the criterion keying approach while Kuder aggregated a normative approach to the criterion keying. Strong=SII, categories include occupation, subject areas, activities, leisure activities, people, and your characteristics, this amounts to a total of 291 items. The code given to an individual is typically of one or two words for example SA (social and artistic) these codes are indicative of general occupation themes. The scores are broken into GOT (based on RIASEC codes from Holland), BIS (also

The career counseling assessment tools that I would use if I were a career counselor would be the Vocational Preference Inventory (VPI) as well as the Inventories for Interest Assessment. "Interest assessment promotes two compatible goals: life satisfaction and vocational productivity. It is nearly self-evident that a good fit between individual interest and chosen vocation will help foster personal life satisfaction" (Gregory, 2013, p.467). The reasons for choosing theses two tools include the following:

While career counselors have a wide range of assessment instruments they can utilize; choosing an instrument that is effective, reliable, economical, and cross-cultural can be challenging; however, when assessment instruments are chosen correctly, they can provide counselors with wealth of information regarding their client. Be that as it may, if career counselors neglect to consider all aspects of their client’s lives such as their worldview, cultural background, and ethnicity etc. assessments can yield invalid results and thus ineffective career counseling. Utilizing the O*Net Online as part of Naomi’s career assessment is recommended as it provides current trends within the workforce. An assessment that would benefit Naomi to prioritize what is important in her life would be occupational card sorts, which are created on a case by case basis by counselors to specifically address the needs of each client. According to Brott (2004), “personalized card sorts can be used to verify the counselor 's understanding of the client story and to validate the client 's preferred ways of being” (p. 194). Additionally, specific intruments such as Interest Inventories, Assessment of Aptitude tests, and Personality Assessments would also be benefical for Naomi’s

Another resource CSU-Global (2015) provides in the Career Center is the Career Preference Questionnaire, which allows students to step back and determine what is important at the end of the day. After filling out my questionnaire (Appendix B), I was able to understand what I am willing to tolerate within a career and what I am not. One example is that while I am willing to work over-time, I would rather avoid large cities. Understanding what I want out of the career basics lets me narrow down what kind of career I want to move towards in the future. Knowing what I am comfortable with (and what my team is as well) lets me know where the team dynamic stands. It also lets me place members within the team with counterparts that can help enable

This assignment asks me to summarize my results and observations from the four career profile activities. Those four career profile activities are Interests, Personalities,Values, and Skills. All four of these topics help define who you are, what you are good at, and what actions you will take. For the first career profile activity, Interest, I will be talking about my results from my three letter code(RIASEC) and my SDS(Self-Directed Search) assessment. For the second career profile activity, Personalities, I will be talking about my results from my preliminary MBTI mini(Myers-Briggs Type Indicator) code, my “functional pair” in my preliminary MBTI, and information about the characteristics of my MBTI. For the third career profile

A career self-assessment is important because it will help people find occupations that match their skills and talents. It creates an atmosphere in which people will like what they’re doing in life. Their work is more than just a job. A career sums up a person’s life based on their past, present, and their future (Lucas, 2012).

Step 4: The Identification of Career Issues (Assessment) – Clients identify abilities; interests; personality variables; personal restraints, such as disabilities mental health problems, rigid sex-role stereotypes, or expectations of discriminations; and contextual constraints, such as tribal and family expectations, geographic isolations, and so

While assessments can be very useful, valid data is also derived by simply reflecting on your past experiences and performance. As you deconstruct past accomplishments, pay particular attention to clues regarding your interests, values, strengths and skills. This information will be helpful later, in forming your career decisions and planning. Focus on interests not only where you excel, but also that you enjoy! By identifying careers whose demands and requirements map directly to your core interests, you increase the likelihood of enjoying your work and being motivated to do it well.

The units of this career studies class has inspired me to think about a variety of topics. It has brought to light important questions asked by Sheryl Sandberg, the utility of the myers-briggs instrument, emotional intelligence, multiple intelligence, gratitude, and resiliency. It has made me think about what I want from my future.

Counselors who are giving career advice use several different tests to assess clients. These tests focus on “interest and personality inventories” (Nugent & Jones, pg. 283). The Strong interest inventory or (SII) is a way to guide a student in possible career choices based on a variety of questions. The kuder occupational interest survey (KOIS) and the self-directed search (SDS) are also geared to help clients make a career choice. These types of tests look at a variety of areas to focus in on a career choices that clients are struggling to choose.

“Curious about possibilities, INFPs enjoy all sorts of creative endeavors”. According to the Meyer Briggs Type Indicator test, this is just one of the things that describe my personality. It is difficult to describe a person off of a set of algorithms. However, tests like the MBTI and the Strong Interest Inventory help pave a pathway to beginning to understand yourself. The results from both tests amplified a lot of what I already knew about myself and also offered new insights. Currently I am trying to decide between different career paths and these tests aid in making the choice. Finally, the values and interests that arise from both tests closely align with the types of jobs I want to have but also offered new jobs to consider. This class helped me understand who I am according to the tests, the career path I would like to take, and how my personality and values align with my future goals.