Questions On Strong Interest Inventory

There are many major criticisms and controversial issues surrounding career and vocational interest measures. Even the most widely accepted measure, the Strong Vocational Interest Blank, received disapproval regarding gender bias and lack of theory. Though gender bias seems to be a large issue regarding career and vocational measures, a main challenge in interest testing is determining if career preferences are constant (Kaplan & Saccuzzo, 2017). If a test has limited predictive validity, then a clinician could be giving career path advise to someone who loses interest in their job two short years later, which is not helpful in any sort. As important as reducing gender bias in a test is, I find myself identifying more with the issue of predictive

For this response paper I took The Princeton Review Career Quiz. The purpose of this assessment is to help individual see what career option is the best fit. Even though this assessment does not lead us to our jackpot career it gives us an idea in the path we may end up by evaluating our interest and personality. I remember taking this assessment when I was in high school and almost a decade year later I’m doing another one in m graduate year. Overall, I am excited re-taking this assessment to visualize whether or not I’m moving into the right direction based on this assessment.

The Strong Interest Inventory is a career assessment that began as the Strong-Campbell Interest Inventory in 1927 and was developed by E.K. Strong Jr. (Blackwell & Case, 2008). It was created from the observations that were made of the interests of workers in varying careers (Yazak, 2014). From such observations, Strong believed that individuals who have interest that are similar to those of people in a particular career tend to experience greater satisfaction if they work in that area than if they enter an occupation with people of dissimilar interests (Yazak, 2014).

The alpha reliabilities for the general occupational themes section were between .90 and .94. This section also had a high test-retest reliability of .84 to .92. The test-retest reliability for the third section, basic interest scales, was also high at between .80 to .94. Overall, the Strong Interest Inventory has very high reliability which makes it a very good test.

In order for me to complete this career assessment paper, I initially took an Interest Inventory survey. Upon completing this process, it revealed that my personality profile score was (I, C, A). These three letters represented my strengths and interests in determining which career field would best suit me.

Questions, tests, and psyche evaluations can't let you know what your ideal profession might be, yet they can help you recognize what's paramount to you in a career choice, what you appreciate doing, and where you outperform.

Dr. John Holland created a theory and inventory to help describe personality types that can be used to identify occupations that are best suited for a particular personality type, or “Holland Code.”

After reading about the six different occupational themes, I think the theory that goes with my work personality the most is the conventional theme. Those that fit the conventional theme typically have a need to feel secure and like to be in a routine, they value structure. They are organized, efficient, and detail-oriented. I think I fit this category because I really value organization, routine, and structure. Conventional people are typically interested in accounting, investing, and information systems. At work they deal with numbers and data, setting up procedures and systems, and keeping records. These work activities and interests describe what I am interested

The Strong Interest Inventory Profile and Interpretive Report measures an individuals interest and not their intelligence, skills or capabilities (Grutter & Hammer, 2012). The assessment can be a useful tool to help guide an individual in their professional development to explore areas that interest them the most. First, the counselor should check the validity of the report by comparing the percentage of responses and typicality Index which (Whiston, 2013).

The purpose of selection of the Strong Interest Inventory is to determine the interest of the students. On the other hand, the purpose of Myers-Briggs is to ensure determination of the personality type as well as the career they would most likely decide to undertake. The instruments that I have selected may offer proper results when I carry out my analysis. For instance, Myer-Briggs ensures the provision of an in-depth personalized account of personality preferences. The Strong Interest Inventory, on the other hand, ensures that there is the generation of an in-depth evaluation of interests among an extensive range of occupations, job leisure activities, and educational subjects. This is always the case to facilitate helping of individuals in matching their interests. They can be educational interests, occupational interests as well as leisure pursuits that are entirely compatible with those particular

My ultimate goal in this paper is to carefully describe my interests and desires for my future career. I am extremely intrigued and attracted to Medical careers and Health Science. A General Practitioner requires a few skills in which some are reading comprehension, active listening and science. My top career cluster was Health Science, which was the field I was desiring prior to the survey.

What I have learned over the time in this course is career counseling incorporates all aspects of the individual. Yes, career counseling is focused on helping people find that career that fits them best matching their interests and personality but deals with other issues in the individuals’ life. The theory that resonates most with me is Holland’s theory and the use of Self-Directed Search (SDS) to identify interests, abilities, and personality (Sharf, 2013). When we were able to complete the Strong Interest Inventory and Myers-Briggs Type Indicator Career Report and compare the result with the SDS to recognize the consistencies. These assessments reinforced my choice of becoming a professional counselor, although with my past career history

After having taken the strong interest inventory assessment, I was given a theme code. My theme code is RSA, which provided me with valuable information that can help me in identifying career options with my interests. I totally agree with the results produced by the strong interest inventory, I felt that the results were very accurate. Furthermore, realistic personality types have good skills in working with tools, mechanical drawings, machines, and animals. More importantly, the ideal work place setting would be outdoors because they do not enjoy being stuck inside, so these individuals avoid office work. Additionally, they enjoy putting things together and also building stuff. For example, construction workers are of a realistic personality type because a construction workers responsibilities mainly consistent of

The main point of the article is how to include assessments into a career counseling session when clients are making decisions. The article strongly supports using assessments by showing only the benefits of using assessments. This is unlike the textbook that shows that some counselors see using assessments labels clients and that there is cultural bias. Like the textbook, it supports the idea the counselors have to select the assessment based on the client's needs. The article uses the Cognitive Information Processing Model (CIP), a seven- step process on how to use assessments to help the client. The steps include the preliminary interview, preliminary assessment, defining the problem and analyzing the cause, forming goals, developing a learning plan, executing the learning plan, and summative review and generalization. In the CIP model, this happens in the second step, the preliminary assessment. Unlike the textbook, the article describes screening assessments. These assessments are used gather information on the client's career problems, the level of readiness, and factor's impacting career decisions. These assessments seem to be another way to better understand the mind state of the client.

In our generation today High School students are at the age of having to know what they want to do for a career and what are the components the students need to have to achieve this. When choosing a career or career choices this is a main focal point in a young person’s life. There are many practical approaches and beliefs when approaching career selecting and it can be an intensive process. A first step in a career planning process would be assessing an individual/client with evaluating their willing/eagerness in the process (Gerstan, 2013). When looking into a specific career, planning with a high school