Career assessment is one of the tools used in career planning. Career assessors evaluate employees on their knowledge, skills, preferences, career objectives and other related aspects. Career tests are also known as career quizzes. Career assessments are carefully designed instruments that are intended to assist people know how various personal characteristics, impact their ability to achieve their career goals, and their suitability for different career roles and work settings. In addition, career tests can predict certain aspects of potential career success and provide feedback about an individual’s strengths and weaknesses that can be used by other employers or human resources (HR) personnel to determine which employee would be best suited for a specific job.
The main focus of career assessment is to determine the interests, abilities, values, and other aspects of an individual’s personality that will make them most suited to a particular job. HR personnel and employers want an individual who has the ability to do the work productively and who can adapt to changes. By using tests or surveys, a career counselor or psychologist can get some initial information about these key factors. These initial measurements can lead to further research and in some cases, to interviews, which in turn will involve a personal interview in which questions about personal preferences and personality are asked.
There are many types of career assessment tests. The most widely used type is the tenth standard personality-based career assessment test. The tenth standard is designed to be able to identify specific personality characteristics. These consist of: Dominance, Influence, Steadiness, Activity, Sensitivity, Thinking, Extraversion, and openness to experience. In essence, any personality characteristic that is considered to be one of the personality characteristics that defines a person’s personality type, is considered a career vulnerability.
In general, there are two main types of career assessment tests. One type refers to general personality tests, while the other type identifies strengths and weaknesses. General tests can be used by a wide variety of individuals and they are therefore very useful. Those who take these tests may be looking for new career opportunities or trying to determine whether they are on track to meet their potential. Those who do participate in tests may use them for self-discovery or to help with finding a new career. The results from these tests can be shared between people, depending on the frequency of participation and the information provided.
While employers may use personality tests and surveys, those who wish to explore a career can also use career counseling tests. These tests have been proven to be useful, especially in the context of human resources (HR) and management. Those who participate in such tests may be asked to explore aspects of their personality and experiences, as well as to explore their interests and talents. These tests, while not specifically career counseling in nature, often offer valuable information for those seeking advancement within their workplace.
In addition to tests that just ask questions, career assessment also includes measures of other factors. These may include values, interests, and talents. Some may find that their values and interests are in conflict, and others may identify talents they think they are capable of developing. Both parties can share personal information and any background information that are relevant to their chosen career. This information can provide an objective look at their potentials and how they fit together. Sometimes these assessments even require participants to articulate their career goals.
Many career counselors are now offering career assessment services as an integral part of their career development services. They take an objective look at each person’s professional, educational, and personal history. In turn, these counselors work with their clients to help them develop a plan of action to achieve their career goals. Many of these career development counselors specialize in particular aspects of the worker’s career, such as communication skills, leadership qualities, problem solving capabilities, and adaptability. Most also incorporate elements of a value-added career counseling program into their services.
Professional associations have been instrumental in establishing standards for the quality of assessments used in career development. These associations recommend that all assessments are scientifically valid and should include reliable instruments. To this end, many quality assessments are developed by nationally recognized testing laboratories that have received accreditation from one or more of the following agencies: The Association for the Accreditation of Sport and Exercise Testing, Incorporated; the National Council for Quality Assessments, Incorporated; the American Educational Testing Service, Incorporated; and the National Association for Business Quality Assessments (NASS). Many state licensing boards also demand that quality assessments meet established criteria.