300 Job Descriptions for 6 Personality Types
140+ Best Jobs Lists, Including Jobs with the
Best Pay, Fastest Growth, and Most Openings
Make the best career fit for your personality type:
Realistic, Investigative, Artistic, Social, Enterprising,
“Best jobs” lists for each personality type, organized
by earnings, growth, education level, and much
Job descriptions packed with details on
wages, growth, education required, tasks and
responsibilities, and skills needed.
Based on the latest
Michael Farr and Laurence Shatkin, Ph.D.
Part of JIST’s Best Jobs™ Series
Michael Farr and Laurence Shatkin, Ph.D.
Foreword by Kristine Dobson, Director, Career Information Delivery System,
Utah Career Resource Network
Also in JIST’s Best Jobs Series
Best Jobs for the 21st Century
300 Best Jobs Without a Four-Year Degree
200 Best Jobs for College Graduates
250 Best Jobs Through Apprenticeships
This Is a Big Book, But It
Is Very Easy to Use
sychologists have long understood a principle that many of us consider
just common sense: that people have an aspect called personality that
makes them feel more comfortable in some situations than in others. People
who have a certain personality feel more capable of doing certain things and
dealing with certain problems; they also feel more accepted when they are
among people with personalities similar to their own. This is especially true
for one place where people spend a major portion of their time: at work.
People want to feel they fit in with the people and with the activities where
If personality is the key to this feeling of fitting in, then you need to consider
this question: What kind of personality do you have? Maybe you can come up
with a few ways to describe yourself, such as “sunny,” “energetic,” “conscientious,” “loyal,” “outgoing,” “funny,” or “competitive.” But what do those
terms suggest for the kind of work you might enjoy and do well? What terms
might be more useful?
This book can help you think about your personality in terms that have
proven relevance to the world of work. You’ll learn about the personality
types that many psychologists and guidance practitioners use to describe people and jobs. You’ll take a quick assessment to help you clarify your dominant
personality type. Then you’ll dig into a gold mine of facts about the jobs that
are the best fit for your personality type—and that are the best for other reasons, such as their wages and job openings. The lists of “best jobs” will help
you zero in on promising careers, and the descriptive profiles of the jobs will
open your eyes to career choices that previously you may not have known
We all want to fit in somewhere. And there are probably several different
careers where each of us could fit in. But why not do it in a really good job?
That’s what this book can help you choose.
Table of Contents
Summary of Major Sections
Introduction. A short overview to help you better
understand and use the book. Starts on page 1.
Part I: Overview of Personality and Career. Part I
is an overview of personality and of personality
types. This section also explores the relationship
between personality and career. Starts on page 11.
Part II: What’s Your Personality Type? Take an
Assessment. This part helps you discover your personality type with a short, easy-to-complete assessment. Starts on page 17.
Part III: The Best Jobs Lists: Jobs for Each of the
Six Personality Types. The 140 lists in Part III
show you the best jobs in terms of high salaries, fast
growth, and plentiful job openings for each of the
six personality types. You can also see which jobs
are best when these factors are combined. Further
lists classify the jobs according to education and
training required and several other features, such as
jobs with the highest percentage of women and of
men and jobs with high rates of self-employment
and part-time workers. Although there are a lot of
lists, they are easy to understand because they have
clear titles and are organized into groupings of
related lists. Starts on page 27.
Part IV: Descriptions of the 50 Best Jobs for
Each Personality. This part provides a brief but
information-packed description of the 50 jobs
from each personality type that met our criteria for
high pay, fast growth, or many openings. Each
description contains information on earnings, projected growth, education and training required, job
duties, skills, related job titles, related knowledge
and courses, and many other details. The descriptions are presented in alphabetical order within
each personality type. This structure makes it easy
to look up a job that you’ve identified in a list from
Part III and that you want to learn more about.
Starts on page 119.
Part V: Appendixes. Appendix A contains a list of
occupations in this book and their two-letter
Personality codes. Appendix B explains the various
skills listed in the job descriptions in Part IV.
Appendix C lists the GOE interest fields and work
groups, and Appendix D defines the related knowledges and courses listed in the job descriptions in
Part IV. Starts on page 427.
Detailed Table of Contents
Part I: Overview of Personality and Career ....11
Why Use Personality to Choose a Career? ........11
Describing Personality Types ............................12
The RIASEC Personality Types ........................12
Other Assessments with RIASEC Output ........16
Part II: What’s Your Personality Type?
Take an Assessment......................................17
Step 1: Respond to the Statements ....................18
Step 2: Score Your Responses ............................25
Step 3: Find Jobs That Suite Your
Personality Type ..............................................25
Part III: The Best Jobs Lists: Jobs for Each
of the Six Personality Types ........................27
Best Jobs Overall for Each Personality Type:
Jobs with the Highest Pay, Fastest Growth,
and Most Openings......................................28
The 50 Best Realistic Jobs ............................29
The 50 Best Investigative Jobs ......................30
The 50 Best Artistic Jobs..............................32
The 50 Best Social Jobs................................34
The 50 Best Enterprising Jobs ......................35
The 50 Best Conventional Jobs ....................38
The 20 Best-Paying Realistic Jobs ................40
The 20 Best-Paying Investigative Jobs ..........40
The 20 Best-Paying Artistic Jobs ..................41
The 20 Best-Paying Social Jobs ....................42
The 20 Best-Paying Enterprising Jobs ..........42
The 20 Best-Paying Conventional Jobs ........43
The 20 Fastest-Growing Realistic Jobs ..........44
The 20 Fastest-Growing Investigative Jobs ....45
The 20 Fastest-Growing Artistic Jobs ............45
The 20 Fastest-Growing Social Jobs..............46
The 20 Fastest-Growing Enterprising Jobs ....47
The 20 Fastest-Growing Conventional Jobs ..47
The 20 Realistic Jobs with the Most
The 20 Investigative Jobs with the Most
The 20 Artistic Jobs with the Most
Whether you’re a counselor or a career explorer, this book is a must-have resource!
For more than 20 years, I have used assessment tools based on career guidance researcher
John Holland’s work when assisting students and adults. I have found that helping individuals identify their personality types according to six primary codes, also called the Holland
codes, is a valuable first step that establishes the counselor as an ally in the career exploration
process yet empowers individuals to move forward on their own with new information
If you are making decisions about your career, this book will not only guide you in identifying your personality type; it will also help you to take that important next step. That is, you
will discover some key occupations that are likely to fit your individual personality type,
and—at the same time—you will learn about the education, outlook, and salary for occupations of interest. This book is uniquely organized to encourage you to consider a range of
information as you explore potential occupations.
The O*NET (Occupational Information Network, a database of career information created
by the U.S. Department of Labor) structure, from which the job descriptions in this book
were derived, and the in-depth descriptions of occupations that have grown out of it, are of
huge significance. The O*NET has provided career professionals and others with more easily
understood information about the world of work. It was thrilling to see Holland’s six personality types reflected in the O*NET occupational descriptions, as this validated the prominence of the Holland codes in career counseling.
This book takes advantage of the vast amount of information in the O*NET database and
organizes it in a number of ways to advance the career exploration process. Though the focus
is on personality type, other important occupational information is presented in a clear and
As a career counseling professional, I have experienced firsthand the gratification that comes
with helping individuals understand how their personal characteristics relate to occupational
choice. I have witnessed the effects, both in terms of job satisfaction and of productivity,
when there is a good match between an individual’s personality and an environment that
supports his/her personality traits. It’s an exciting process, one that will be furthered through
the use of this book.
Career Information Delivery System
Utah Career Resource Network
efore we get started finding the best jobs for your personality type, here are a few things
to know about the information in this book and how it is organized.
Where the Information Came From
The information we used in creating this book came mostly from databases created by the
U.S. Department of Labor and the U.S. Census Bureau:
We started with the jobs included in the Department of Labor’s O*NET (Occupational
Information Network) database, which is now the primary source of detailed information on occupations. The Labor Department updates the O*NET on a regular basis,
and we used the most recent one available—O*NET release 7.
Because we wanted to include earnings, growth, number of openings, and other data
not in the O*NET, we cross-referenced information on earnings developed by the U.S.
Bureau of Labor Statistics (BLS) and the U.S. Census Bureau. This information on
earnings is the most reliable data we could obtain. For data on earnings, projected
growth, and number of openings, the BLS uses a slightly different set of job titles than
the O*NET uses. Data about part-time workers, age of workers, and the male-female
breakdown of workers was derived from the Census Bureau, which also uses a slightly
different set of job titles. By linking the BLS and Census data to the O*NET job titles
in this book, we tied information about growth, earnings, and characteristics of workers
to all the job titles in this book.
Of course, information in a database format can be boring and even confusing, so we did
many things to help make the data useful and present it to you in a form that is easy to
Why Use Personality to Choose a
any psychological theorists and practicing career counselors believe that you will be
most satisfied and productive in a career if it suits your personality. There are two
main aspects of a job that determine whether it is a good fit:
The nature of the work tasks and the skills and knowledge you use on the job must be a
good match for the things you like to do and the subjects that interest you. For example, if you like to help other people and promote learning and personal development
and if you like communication more than working with things or ideas, then a career in
social work might be one that you would enjoy and do well in.
The people you work with must share your personality traits so that you feel comfortable and can accomplish good work in their company. For an example of the opposite,
think of how a person who enjoys following set procedures and working with data and
detail might feel if forced to work with a group of conceptual artists who constantly
seek self-expression and the inspiration for unconventional new artistic ideas.
Personality theorists believe that people with similar personality types naturally tend to associate with one another in the workplace (among other places). As they do so, they create a
working environment that is hospitable to their personality type. For example, a workplace
with a lot of Artistic types tends to reward creative thinking and behavior. Therefore, your
personality type not only predicts how well your skills will match the demands of the work
tasks in a particular job; it also predicts how well you will fit in with the culture of the work
site as shaped by the people who will surround you and interact with you. Your personality
type thus affects your satisfaction with the job, your productivity in it, and the likelihood
that you will persist in this type of work.
n this section, you can take a Personality Type Inventory that will help you determine
your primary RIASEC personality type and perhaps one or two secondary RIASEC personality types. It asks if you like or dislike various activities and then lets you score your
responses. You can use your scores in the following sections of the book to identify specific
highly rewarding jobs to explore.
It’s easy to use the Personality Type Inventory—just turn the page and follow the directions
beginning with Step 1. This is not a test, so there are no right or wrong answers. There is
also no time limit for completing this inventory.
If someone else will be using this book, you should photocopy the inventory pages and
mark your responses on the photocopy.
Note: This inventory is based on the O*NET Interest Profiler, Version 3.0, developed by
the U.S. Department of Labor (DOL). The DOL’s edition consists of several components,
including the Interest Profiler Instrument, Interest Profiler Score Report, and Interest
Profiler O*NET Occupations Master List. The DOL provides a separate Interest Profiler
User’s Guide with information on the Profiler’s development and validity as well as tips for
professionals using it in career counseling. Additional information on these items is available
at www.onetcenter.org, which is maintained by the DOL. This Personality Type Inventory is
a version of the DOL’s O*NET Interest Profiler that uses its work activity items and scoring
system but has shorter directions, format changes, and additional content.
Restrictions for use: This and any other form of the O*NET Interest Profiler should be used
for career exploration, career planning, and vocational counseling purposes only, and no
other use has been authorized or is valid. Results should not be used for employment or hiring decisions or for applicant screening for jobs or training programs. Please see the DOL’s