Proposal for a New Career Exploration Program for Service Canada

A professional who holds a Master’s degree in counseling my also chose to have a career as a Vocational counselors. They may also be referred to as a career or employment counselors. These counselors offer counseling services in places other than the school setting. Their main objective is to help individuals with career choices, examine an educational background, employment history, skill and abilities, personalities and other aspects to help them. Additionally, career counselors may offer support services to people who have lost their jobs or experiencing career change issues (Baxter, 1997).

Career assessments provide the counselor will information to help guide the client in deciding on what career that they would enjoy. This information would give the client an idea what line of work that they would enjoy being in. The client would find the job as a rewarding step, and what they would be interested in doing. It would be important to put assessments that are multicultural. When reviewing this assessment, this assessment did examine the gender components in Strong Interest Profile (Grutter & and Hammer, 2012). It would be important that the counselor would give assessments that are suitable for any culture. When deciding if an assessment is multicultural, the counselor would need to make sure that an assessment would not show any bias or show any cultural prejudice (Osborn, 2012). If the assessment does not mention if the assessment is multicultural, it would be important to

The Strong Interest Inventory (SII) and Myers-Briggs Type Indicator(MBTI), are the two instruments that resonate with the most. The Strong Interest Inventory is an advanced self-administered online inventory that assesses career interest. Myers-Briggs Type Indicator(MBTI), is another type of inventory that correlates with the Jungian Theory. This too is self -administering reporting questionnaire designed to evaluate the psychological preferences and how they make perceive the world and make decisions. (Donnay, Morris, Schaubhut, Thompson, Grutter, & Hammer, 2012). Using these inventory instruments would allow the counselor to get a complete overview of both

I had the advantage to take numerous self-assessments tests to learn something about myself, that could benefit me in my personal growth and career aspirations. I feel that my self- assessments were very important to me because it had shown areas of where I am lacking in my abilities and empowering my strengths. My self- assessments were based on personal growth and career growth and my learning style of auditory. The personal self-assessments included, Jungian Typology (personality type), Productivity (time management), Locus of Control (behaviors and attitudes), Burnout Risk (state of emotional, mental and physical exhaustion) and a Stress Scale (a mental or emotional strain). The career growth self-assessments included, Communications

The assessment that had the best reliability was the Strong-Campbell Interest Inventory. Although I could not get that one. I used one I found on the internet that is very similar to the Self-Directed

With the advancement of technology, the trait-factor approach has been incorporated into several computer-based services, such as the various computer- assisted career guidance (CACG) systems (James & Gilliland, 2003). Through these systems, clients can access tools and assessments 24 hours a day, 7 days a week from any location to get help with career planning. Further, clients’ interests, abilities, and values, as well as search tools for occupational and educational information, are accessible through CACGs, all of which use the trait-and-factor approach as the premise of their

SII is easy to use and it takes 30-40 minutes to administer, which I think it is suitable for my population. I also found that exploring my clients’ leisure activities is important beside the interest of occupations they have. The varieties of general occupational themes, realistic, investigative, artistic, social, enterprising, and conventional, would make optimistic view for my clients to find what is suitable for them. The main target of this assessment is to provide the client with information about themselves and their preferences to help them to make a career decisions. The SII is composed of 291 items. The inventory uses a five-point Likert-type response scale ranging from strongly like to strongly dislike. The counselor directs the clients to indicate how they feel about engaging in certain kinds of work, activities, and working with certain types of people, (Donnay et all, 2012). Exploring the clients’ feelings may be works as a trigger to old emotions, thus the counselor needs to be attentive to the clients’ reactions and make sure to provide a safe and supportive environment for their clients. With my population, the division between career and personal counseling would harm the client. The counselor needs to immerse in holistic foundations that emphasize to the client as a whole person, (Stoltz and Haas,

     According to Ratts and Santos (2012), the definition of multiculturalism has been expanded to include sexual orientation, economic status, age, and religion (p. 113). The original definition of the term contained only the social constructs of race and ethnicity.  Traditional methods of career interventions are limited because multicultural issues were not considered in the development of technique and theories (Ratts & Santos, 2012). Before a career counselor can become culturally competent they much first explore their own unconscious biases and be willing to consider how they might negatively and positively affect clients (Teal, Gill, Green, & Crandall, 2012).

Career ambitions and competence help define an individual’s professional goals. When evaluating oneself for the planning process of resumes, identifying the most important and strongest interest is necessary. This will help convey clear and compelling points for the employer when one’s resume is

Career assessments can be defined as the process of accessing your skills, personality traits, interest, and values. Partaking in a career assessment helps you discover careers that fit you best. These assessments allow you to see how high you score in various careers based on your answers to questions pertaining to your interests, skills, personality traits, and values. There is no right or wrong answers in these assessment. To gain a better understanding of my skills, personality traits, interest, and values in various careers, I participated in the Focus 2 assessment on the GRU career service website. Partaking in this assessment assured me that my current major has various occupations that relate to my skills, personal traits, interest,

Students, particularly those looking to choose a career path, could benefit from taking this quiz. It can validate what students already know about themselves or

My top interest areas are conventional and investigative. These interests sound like me one hundred percent. They sound like me because I am very organized and I enjoy observing, learning and evaluating things. These interests match my career goal for the most part because as a medical/clinical lab technician one must be investigative, realistic, conventional and social. One with the career choice I have chosen is able to work with authority, likes to look at charts, does well with hands-on activities, and likes helping people, which are a few attributes I have. The ranking of my work values was achievement then relationships. Some of the careers I am interested in containing the same work values. I believe these work values were chosen for

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

One of the first steps in helping a student who is undecided about their degree is to suggest useful assessments. Career and personality assessments are beneficial in several ways. They can help provide insight into personality traits, skills, and interests of a student. The results in turn can help students make connections between these traits and careers that they are well suited for. There are two tools in particular that I find beneficial. The first is a database called O*Net Online. This website has assessment tools to measure abilities, interests, knowledge and skills. It also has

Moreover, when it comes to the career orientation which has been defined in different ways such an ‘individual interest in a larger class of work activities than those associated with a specific job or organization’ (Liden & Green, 1980), it is clearly that the majority prefer to get work-life balance and some considered it as an indicator of career success because they believe the success is how to balance different goals without hurting some of them. However, the minority were focused on taking risks and discovering new ways to deal with work requirements and overcome the obstacles. Yet, none of these approaches is modern or new as the first one belong to the fifth types of career orientation which is ‘Getting Balanced’ and the second one represents the third types which is ‘Getting High’ as described by Derr in 1986. Furthermore, depending on the findings the qualities that are linked to career success from the participants’ perspective are divided into three types. First, the qualities