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How A Career Assesment Test Works
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- 2. You’re after yourdream job but can’t quite put your finger on what job that is?? Hey, computers seem intelligent these days. Maybe they can find it for me?
- 3. Great Idea...... How dothey do that?
- 4. That’s a bitmore difficult to explain!
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- 6. What is this magicyou speak of ??
- 7. First some background.......... Mostof the more popular career assessment tests are based on the theory of John Holland who created 6 personality types
- 8. Investigative / Thinkers Social / Helpers Artistic/ Creators Enterprising / Persuaders Conventional / Organisers Realistic / Doers
- 9. People JobsPersonality Types The basictheory is.... ‘If you have a personality type similar to people of a particular job type then that job type will probably be a good match for you’
- 10. Let’s dive deeperinto the most popular career assessment test The Strong Interest Inventory (SII)
- 11. 291 Questions For eachquestion you must choose one of five responses Strongly Dislike Dislike Indifferent Like Strongly like
- 12. 260 Occupations Well, effectivelyonly 130 as they split male and female jobs People in each occupation have also taken the 291 questionnaire to build up a profile of responses for each particular occupation
- 13. In order toparticipate, people from each occupation must meet 3 criteria •They could not indicate any degree of dissatisfaction with their work. •They must have had at least three years of experience on the job. •They must have been at least 18 years of age.
- 14. So... If your answersto the 291 questions are somewhat similar to those answers from people in a specific occupation then given that these people are not dissatisfied with their occupation and have been in that occupation for over 3 years then there is a good chance that you will also find a decent level of satisfaction in the same occupation.
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- 16. Errr.....Excuse me please.Just a few questions ? 1. How happy are these people that took the questionnaire with their occupations? 2. Who are these people that took the questionnaire for specific occupations? 3. Of all the people that took the questionnaire for a given occupation, surely they couldn’t have answered the 291 questions in the same manner? 4. If they didn’t answer the questions in the same manner then how is ‘an occupation’ defined in terms of responses to the 291 questions?
- 17. 1. How happyare these people that took the questionnaire with their occupations? No idea. All we know is that they have been in their occupation for over three years and have not expressed dissatisfaction with that occupation.
- 18. 2. Who arethese people that took the questionnaire for specific occupations? The Strong Interest Inventory Manual Supplement provides details on the number of people (who took the questionnaire) for each occupation, the year the data was collected, the average age of those taking the survey and the average number of years that people had been in that particular occupation
- 19. Example data forthe ‘Accountant’ occupation
- 20. 3. Of allthe people that took the questionnaire for a given occupation, surely they couldn’t have answered the 291 questions in the same manner? They didn’t. However, what is interesting is that there are some definitive patterns of answers for people in the same occupation. This brings us to the 4th question.
- 21. 4. If theydidn’t answer the questions in the same manner then how is ‘an occupation’ defined in terms of responses to the 291 questions? Essentially the responses of people in a specific occupation are compared with responses from those of a general sample (called the General Representative Sample – currently consists of 2250 individuals). The way in which the responses differ for those in the specific occupation is deemed to be characteristic of that occupation
- 22. Awesome.... I get itnow I still have one more question though.....
- 23. How do youevaluate the effectiveness of such a career assessment test ?
- 24. Let’s find abunch of people who took the test and then chose an occupation based on that test and find out whether they are still in that occupation and how satisfied they are with it?
- 25. One Problem..... That couldtake years !!
- 26. The effectiveness isusually measured by testing the ability to predict occupations that people will eventually enter. Simply put..... Get people in certain occupations to take the test and see if their occupation (or one similar to it) gets the highest score.
- 27. Shawn Michael Miller(Dr of Philosophy,Washington State University), looked at the history of this testing A ‘Good Hit’ is when an individual’s current occupation matched one of their three highest occupation scores (scoring greater than 45 for that occupation) A ‘Direct Match’ means that occupation scored on the survey was ‘exactly’ the same as the person’s actual occupation. An ‘Indirect Match’ required some inference by the researcher (i.e. we can take that to mean that the occupation scored on the survey was somewhat similar in definition to the person’s actual occupation). Some definitions to help.......
- 28. The results..... So about50% of the time the Strong Interest Inventory (SII) did identify a person’s occupation (or one similar to it) as one of the highest scoring occupations for that person.
- 29. Summary..... The top CareerAssessment Tests have had a significant amount of time, money and effort poured into them over the years to make them as useful as possible. A career assessment test continues to be a valuable asset in providing career guidance to individuals, but it is important to understand exactly what you are getting.
- 30. Iandboreham.com Solving Daily Life Thanksfor reading! Read the full article: iandboreham.com/career-assessment-test/ Connect on Twitter: @iandboreham