Part 6: Career Personality Tests use Subjective
Assessments
All true career personality tests measure your personality using a subjective career questionnaire. This means that you choose an answer (usually one word) to describe an occupation, activity, or object. Then, rapidly interpret the meanings and select one of them based on your “gut” response. The Myers Briggs offers two options from which to choose from, whereas the Strong Interest Inventory offers either 3 or 5 choices on a continuum. The DISC is unusual in that it requires you to make a “least like” and a “most like” among four options.
If you are interested in these types of tests, you’ll find descriptions and samples at www.testets.com
Part 5: Career Personality Test Types – The Right Career Test for You
All career personality tests fall into three categories: occupation generating, occupation matching, and neither occupation generating nor matching. Each type of career personality test has unique features and addresses different career needs. This blog should help you find the right career test for your situation.
Occupation Generating Career Tests
Some career personality tests are paper tests that generate jobs lists
These are inexpensive, simple to use, and quick tests. They are most appropriate for persons wanting many career options, needing an inexpensive test, wanting a paper test (as opposed to online), and for lower level jobs in corporations, trades, or front-line service. Among the most common and best on the market are:COPS system testsandSDS tests.
Occupation Matching Career Tests
Next, occupation matching tests are meant to align personality traits and jobs that require those traits for success and satisfaction. That means that after taking this test, your personality traits will be matched with a career that will most likely result in your success and happiness. These are, therefore, especially useful for persons seeking to discover their first career, a new career, a career direction, an ideal career, getting clues to define a career niche, and changing careers because of career dissatisfaction. The best tests of this kind include Strong Interest Inventory and Myers Briggs Type Test.
Non-occupation Generating or Matching Career Tests
Lastly, non-generating or matching tests do not produce a list or a set of occupations matching your personality. Instead, they give descriptions of how the test-taker would likely behave on the job. For example, the FIRO-Btest describes how one relates to others on the job such as a boss, co-workers, teams, and colleagues. Another such test, the DISC test, measures one’s natural and adapted ways of communicating, contributing, leading, interacting, and performing at work. These tests, therefore, are usually used for job performance improvements, employment screening, and career development.
The test you choose depends on your life context. What is your current career? Do you know your purpose (career change, satisfaction improvement, etc.)? What is your income or desired income? Choosing the right career test might be tricky. Fill out the form below to ask The Career Profiler for help if you need it.
Part 4: Other Career Theories (not Career Personality theories)
Some of the career trait theory tests do not measure personality characteristics but instead measure abilities, aptitudes and values. While these do not fall into career personality theories, tests of this nature should be considered as part of your career decision process.
Career ability tests are almost the same as career aptitude tests with an expanded and more detailed explanations for career applications such as the Highlands Ability Battery. They identify where a person’s ability to perform in a certain career role and could be viewed therefore as providing some insight to career success. Career values tests, of which there are few useful ones on the market with the exception of Career Anchors, assess ones current priorities critical for making a final career decision.
In addition to career type and trait theories, there are factor and life span theories. Holland’s typology could be categorized as factor theory in that it classifies occupations by certain task factors. The Strong Interest Inventory is the best career test example of this career theory. Others include Self-Directed Search and Campbell Interest Inventory.
Life span career theory is the final other type of career theory. Donald Super constructed the life span and life space theory identifying the critical influences on a person in different roles and life stages. Few tests are available for life span theories. Assessment of life span typically relies on paper pencil exercises or career interviews with a career counselor or career coach.
Career personality testing is usually one of the first steps a career coach or career counselor should take you through once they have assessed a person’s career needs. A Life Span assessment should be included in the assessment or career profiling phase and ideally should follow the career personality testing phase.
Career Life Span Assessments identify key career and work values and the current priority of these values which a person uses to ultimately decide upon one of the possible suitable career paths. It also identifies current lifestyle needs and influences of others on the decision. If ever a person struggles with choosing between career options, it is wise to engage in a type of life span assessment. The Career Profiler identifies the life span assessment phase as the nurture part of the profiling step. See Career Steps Model.
There are two prevalent theories that address the origin of career personalities. These are like two different lenses through which we understand career personality.
Type theory classifies collection of career traits that persist over time into broad general categories. These categories are associated with various occupations. Therefore, a person’s trait collection determines a well-fitting career. The Myers Briggs type Indicator is a good example of a test based on type theory.
Trait theory classifies specific individual characteristics in terms of effectiveness in a particular occupation. It assesses the degree of each characteristic in a person. An example of this is John Holland’s theory which assesses interest factors. Career tests that use trait theory are the Strong Interest Inventory and the Self-Directed Search. You can see samples of those tests by clicking the links.
Other Career Theories
Within trait theory, some tests do not measure personality characteristics. Instead, they measure abilities, aptitudes, and values. These tests are less common, but they are available at Testets.
In addition to type and trait theories, there are factor and life span career theories. An example of the first is Holland’s typology. It classifies occupations by certain task factors. Donald Super constructed the life span and life space career theory. It identifies the important influences on a person in different roles and at different life stages. There aren’t many career tests based on life span theories, but a paper and pencil assessment can measure this. If you’re interested in this you can also set up an interview with a career counselor or career coach who can assess you in this way.
What more would you like to know about career personality theories, or career theories in general? Shoot me an email and I’d be glad to answer.
A career personality is made up of interest styles, operational styles, behavioral response styles, and interpersonal styles on the grand scope. Different kinds of personality tests measure these different components.
Career personality also consists of more specific characteristics. These include decision-making, problem-solving, leading, energy orientation, perceiving, relational needs, relational response, communication, and team styles. This list of specific traits encompasses the most common personal characteristics assessed by career tests. Each career personality test measures multiples characteristics based on its theory and measurement type.
What is your career personality? It is important to know so that you can select projects, jobs, and activities that use your strengths, talents, style. These are your career assets. When you choose work that matches your career personality – that engages your career assets – you will most likely become more successful and happy! This is because you find your work interesting, engaging, easy (to a degree), and fulfilling.
Career secret: When you utilize your career assets in work, you are set up to experience career success. When you don’t, you set yourself up to struggle and even fail. Know your career personality – find career success.
It’s not easy to find a complete definition of career personality online or in a dictionary. But it is a key factor of the career testing industry! Because this term is so important and prevalent, I will give my own definition here. According to The Career Profiler, career personality is “the unique combination and patterns of behavioral characteristics embodied in an individual affiliated with success and satisfaction in an occupation or profession.” This definition is based on a combination of definitions for “career” and “personality” found at www.dictionary.com. This new blog series covers all the aspects of this definition – why it’s important, what it means, how to apply it, and why it will make your career so much better. Read on to find out more about this important concept and how to test it!
Work-life balance! It seems to be one of the most popular questions in the career world. How do those with families, hobbies, outside interests, other jobs, and numerous responsibilities succeed in their careers? The Career Profiler can help you answer these questions and get the work-life balance you deserve. Happiness AND success are possible!
“I wanted to maximize my career potential by obtaining successive career advancements. But I have a daughter! Could I achieve a work-life balance? I knew it would be extremely difficult within the present corporate culture, and my personal economic situation. Yet I knew I wanted career advancement with work life balance. That is how I defined career success for myself.
I worked in a department that was being phased out, though I personally expected to be spared the cuts. This proved to be the perfect incentive to begin my career advancement quest. I started working with The Career Profiler immediately. Through a process of discovery and exploration using some of the best career tests, I gained a solid understanding of my gifts, talents, and strengths.
When an ideal executive job opened up, I again called The Career Profiler in hopes of gaining this career advancement. I received the executive job, even after initially being told the company was looking for someone with different qualities. I believe I earned the job because I held firm to and effectively communicated my career life balance boundaries.
Thank you, Career Profiler, for giving key insights and strategies enabling me to secure an executive position and still maintain the integrity of my personal life. You taught me this career secret: Leaders know their strengths and boundaries, and communicate them effectively.” –Janelle W.
This story highlights the importance of finding a career mentor. A relationship like this falls under the category of a strategic alliance. It can also boost your understanding of yourself and your goals while helping you achieve them. The Career Profiler can help you identify people who can become a career mentor for you.
“I worked with The Career Profiler for several years to position myself for the executive track. When we first met, I had few qualities or qualifications for moving up the career ladder. I held a production-like computer job and didn’t have a college degree. Moreover, I didn’t have any critical connections or mentoring relationships. With career coaching from The Career Profiler, I progressed rapidly in my career. I advanced three times, established a couple mentoring relationship, and neared completion of my bachelor’s degree all within only two years.
The Career Profiler stressed the importance of finding and developing relationships with key mentors. These mentors not only advanced my managerial skill sets, they became “corporate angels,” providing many more opportunities for advancement than I could have obtained on my own. In all honesty, I am now sought after by several departments within my Fortune 500 company.
I call The Career Profiler my “lifeline to success.” She taught me how to mine the secrets that make leaders succeed. The career secret I learned? Leaders are connected to key, influential leaders.” Lisa S.
Here’s another story from a former client who came to me for help. If you are already on your way to your dream career but feel stuck, this is the lesson to learn. To achieve your future dream, focus on the present reality! The Career Profiler can help you stay motivated, focused, and working towards your career goals.
“I couldn’t seem to get my career jump-started. I was stuck had a job that bored me and was desperate to escape. Then I finally decided to work with The Career Profiler. We began by identifying my talents through some career tests to find my dream career – the job I’d love doing most. Then we formulated a career strategy to move towards my dream career.
However, I continued to be frustrated by indecision – re-analyzing and perfecting the career choice. The Career Profiler applied her career coaching expertise to help me understand that dream careers begin in the present – in reality. Once I stopped struggling with and resisting my present circumstances, I was able to focus on my career search. And that’s when career opportunities showed up.
I am so thrilled to finally be working in a fulfilling and challenging career. It uses my talents and captivates my interests. I love what I do now and I can finally see the beginnings of my dream career becoming a reality for me in the future. I learned this career secret: Act and move forward in the present career situation – don’t be immobilized by the grandeur of the dream.” Keith M.
This is a story from a former client who came to me for help. He is a smart, capable businessman who just made one mistake. But with a little bit of help, a few career tests and exercises, we got to the bottom of his career purpose and mission. This is a huge step! Knowing the end helps you act in the now. Send me an email if you want this kind of career success and self-knowledge!
“I finally gave in to trying out TheCareerProfiler. I had always thought that career coaching services were “airy fairy” and certainly not for me. In a moment of desperation, though, I had taken a position well below my career potential and previous experiences. Now I needed help to turn around my career in a large Fortune 100 bureaucratic company.
Knowing your career purpose and mission are stepping stones to your success
I completed a series of career tests that pointed out my talents and strengths. Then I began to realize what I was really meant to do. Together, The Careeer Profiler and I developed a resume based on my talents, strengths, and mission. The Career Profiler had a phenomenal way to quickly and accurately determine my career purpose and mission. It only took an exercise and a couple of career coaching sessions to nail these down. Only two months after our first meeting, I became the vice-president of a venture capital company – such a perfect fit for me! I learned this career secret: know your career purpose and mission.” –Bob V.
