10 Best Jobs for Women in 2014 and Beyond

Posted on January 7, 2014August 3, 2017 by Marjorie Wall Hofer, M.Ed., PCC, PCM

Career consultants Alexandra Levit and Laurence Shatkin took a looked at the hottest career trends and came up with a list of the top 10 careers for women in 2014 and beyond.

Find the best paying job for women!

Why are these the best jobs specifically for women?

As a group, women are still underpaid in relation to their male counterparts doing the same job. This is particularly true of those holding college degrees. This list includes both professions where females dominate, such as interior design, and jobs where the wage gap is particularly large.

Know what the best jobs for women are before you land your next job

Whether you’re plotting out your college major or considering a job change, you don’t want to pay for an education and then find yourself unemployed. It’s crucial to pick up on market shifts and unfilled needs in order to have multiple job offers after graduation. You may even read this list of best jobs for women in 2014 and come up with your own career twist!

Choose a job that fits who you are

It’s wisest to choose a job that not only fits your gender but also works best for your personality, abilities, interests, values and life stage. To do this, you might want to look over the best testing packages offered at http://www.testets.com/pages/Tests_by_BEST_COMBOs.html

or its updated offerings at http://careertestswork.com/mycareer/index.php?main_page=index&cPath=73_291&zenid=d3b0acbea23ac60ad703585993c186c2.

Choose the best career tests to find best job for you

The Career Profiler uses these best career tests for her clients because they catapult her clients toward their career goal. Instead of taking the typical 4–6 months of career exploration, with these tests it usually takes just ONE month (surprising, but true) for clients to find their best career direction. Few career consultants can claim the same! Get in touch with The Career Profiler today to start on your journey towards the best pay, greatest successful, and most happiness in your career!

Best Careers for Women in Satisfaction and Pay

Posted on February 24, 2012May 2, 2017 by Marjorie Wall Hofer, M.Ed., PCC, PCM

Most Satisfying, Top Paying, and Best Careers for Women

What is the best career for women? Which is the most satisfying career for women? What career pays women the most?

According to Forbes, teaching is the most satisfying job for women. As a chief executive or a medical professional, a woman can earn the highest pay – up to $165,000 and $130,00 respectively. Currently, almost half of all business are started by women. There is even more data that you can find at Best Careers for Women. These are all good questions and interesting facts… but what about the best career for you?

What about you? If you had to choose a new career for yourself, which one would you choose? What is the best career for you as one of many women?

Post your answer at my Facebook page and LIKE the page to receive a 33% discount coupon to use at www.TestEts on any career test or career test package for yourself. If you have no idea what your dream career is, I’m still here to help! Fill out the form below to get into touch with me and we can work on finding the career that will make you most happy and successful!

Career Personality and Career Personality Tests: part 5

Posted on January 3, 2012May 2, 2017 by Marjorie Wall Hofer, M.Ed., PCC, PCM

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 tests and SDS 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-B test 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.

Career Personality and Career Personality Tests: part 4

Posted on January 3, 2012March 9, 2017 by Marjorie Wall Hofer, M.Ed., PCC, PCM

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.

Career Personality and Career Personality Tests: part 3

Posted on December 15, 2011May 10, 2017 by Marjorie Wall Hofer, M.Ed., PCC, PCM

What is Career Personality? Part 3: Theories

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.

Success Story: Work-Life Balance

Posted on December 1, 2011May 9, 2017 by Marjorie Wall Hofer, M.Ed., PCC, PCM

Career Success Story #5

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.