Occupational Outlook Handbook Personality psychology Standard Occupational Classification System Enneagram of Personality Career scope Kapes, J.T.; Mastie Career assessments is a process using psychometric tools that are designed to help individuals understand how a variety of personal attributes (eg. occupational interests, personality, motivations, aptitudes and skills), impact their potential success and satisfaction with different career options and work environments. Career assessments have played a critical role in career development and the e Methodology - some assessments are quantitative in nature and precisely measure key attributes believed to influence an individual's potential success and satisfaction with a career. Others are qualitative exercises designed to help individuals clarify their goals and preferences, which can then be used to make more informed career decisions. Measured attributes - assessments vary with regard to the specific personality attributes measured. Some assessments focus on an individual's interests, and perhaps aptitude, while others focus on skills or values. More robust assessments use key development indicators (KDIs) that define measurements for specific types of careers and match individual career aspirations with the needs of companies. Target customer profile - some assessments, such as the Strong Interest Inventory, the Myers Briggs Type Indicator, and Careerscope are designed to serve broad markets (i.e., virtually any individual choosing a vocational program or Career Clusters, starting their career or considering a career change. However, it is vital to note that these tests lack well-established reliability (replicability) and validity (usefulness). Given that tests or assessment tools have been shown to have limited validity and reliability, the American Psychological Association's ethics code indicates that psychologists using those tests clearly explain the limitations of the tests to their patients. Career as Career assessments is a process using psychometric tools that are designed to help individuals understand how a variety of personal attributes (eg. occupational interests, personality, motivations, aptitudes and skills), impact their potential success and satisfaction with different career options and work environments. Career assessments have played a critical role in career development and the economy in the 20th century (Whiston and Rahardja, 2005). Individuals and organizations often use assessment of some or all of these attributes, such as university career service centers, career counselors, outplacement companies, corporate human resources staff, executive coaches, vocational rehabilitation counselors, and guidance counselors to help individuals make more informed career decisions. In part, the popularity of this tool in the United States is due to the National Defense Education Act of 1958, which funded career guidance in schools. Focus was put onto tools that would help high school students determine which subjects they may want to focus on to reach a chosen career path. Since 1958, career assessment tool options have exploded. Methodology - some assessments are quantitative in nature and precisely measure key attributes believed to influence an individual's potential success and satisfaction with a career. Others are qualitative exercises designed to help individuals clarify their goals and preferences, which can then be used to make more informed career decisions. Measured attributes - assessments vary with regard to the specific personality attributes measured. Some assessments focus on an individual's interests, and perhaps aptitude, while others focus on skills or values. More robust assessments use key development indicators (KDIs) that define measurements for specific types of careers and match individual career aspirations with the needs of companies. Target customer profile - some assessments, such as the Strong Interest Inventory, the Myers Briggs Type Indicator, and Careerscope are designed to serve broad markets (i.e., virtually any individual choosing a vocational program or Career Clusters, starting their career or considering a career change. However, it is vital to note that these tests lack well-established reliability (replicability) and validity (usefulness). Given that tests or assessment tools have been shown to have limited validity and reliability, the American Psychological Association's ethics code indicates that psychologists using those tests clearly explain the limitations of the tests to their patients. Career assessment interview - a career assessment interview with a trained career counselor or a psychologist who is trained in career counseling can be crucial in helping to integrate tests results into the broader context of the individual's passions, personality, culture and goals. For those interested in this sort of more comprehensive help with their career search a good starting point can be to contact the National Career Development Association [1](NCDA). Within the United States, this national body awards the designation, "Master Career Counselor" (MCC) to specially qualified career counselors.