Assessment tools used in career counselling
- By Indu /1 year ago/758
Assessment tools used in career counseling to help clients make realistic career decisions. These tools generally fall into three categories: interest inventories, personality inventories, and aptitude tests.
Interest inventories are usually based on the premise that if you have similar interests to people in an occupation who like their job, you will probably like that occupation also. Thus, interest inventories may suggest occupations that the client has not thought of and which have a good chance of being something that the client will be happy with. The most common interest inventory is a measure of vocational interests across six domains: Realistic, Investigative, Artistic, Social, Enterprising, Conventional. People often report a mixture of these domains, usually with one predominant domain.
Aptitude tests can predict with good odds whether a particular person will be able to be successful in a particular occupation. For example, a student who wants to be a physicist is unlikely to succeed if he cannot do the math. An aptitude test will tell him if he is likely to do well in advanced math, which is necessary for physics. There are also aptitude tests which can predict success or failure in many different occupations.
Personality inventories are sometimes used to help people with career choice. The use of these inventories for this purpose is questionable, because in any occupation there are people with many different personalities. A popular personality inventory is the Myers-Briggs Type Indicator. It is based on Carl Jung’s theory of personality, but Jung never approved it. According to Jung most people fall in the middle of each scale, but the MBTI ignores this and puts everyone in a type category. For example, according to the MBTI, everyone is either an extrovert or an introvert. According to Jung, most people are somewhere in between, and people at the extremes are rare.