The Highlands Ability Battery vs. The Johnson O’Connor

Posted on October 29, 2018October 29, 2018 by Career Writer

highlands ability battery, johnson o'connor, aptittude test, career test

Aptitude testing actually began in the military. It is a quick, easy, accurate way of making sure you get the best job for you

The Highlands Ability Battery and the Johnson O’Connor test are both highly regarded and very well researched aptitude tests. An aptitude test helps you understand yourself and choose the best career for you.

The assessments have the same origins but now offer distinct benefits for career and leadership purposes. If you’re wondering which one of these great tests fits you better, this is the blog for you!

History

The U.S military began researching natural abilities in the 1920s to quickly place recruits into appropriate jobs. They didn’t have time to interview at length nor could they afford to get a placement wrong. It could cost lives and therefore the war if they mis-assigned their recruits. That’s why they developed aptitude tests. So you can see how it’s silly to disregard such tests as a waste of time or money! They were born out of the necessities and efficiencies of wartime. Today, an aptitude test can help find the best job for you.

Shortly thereafter, a researcher at General Electric named Johnson O’Connor took up the same task on behalf of his company. Rather than determine the natural abilities for military jobs, he determined the aptitudes suitable for the diverse work done by GE. Other companies also joined in researching aptitudes as a way of hiring the best people for the job. Taking an aptitude test was a relatively easy way of not only hiring the right person but getting the optimal work out of employees.

The Highlands Steps In

In the 1980’s the Johnson O’Connor Foundation carried on the quest to research and publish aptitude findings. They continued to do research based on in-person manual testing protocols. In the latter part of that decade, the Highlands Company bought the rights to the paper-pencil version. In 1999 they launched the online computer version to the general public. For the launch they trained about 50 career coaches and therapists to debrief the assessment – including your Career Coach and Profiler Marjorie Wall Hofer!

Unlike many trained at that time and since, she brings with her a history of knowledge and experience in career testing and about careers themselves.

The Differences Today

Now that you know that both aptitude tests started from the same historic point, let’s look at the differences as they stand today:

3 ½ hr maximum to simply read instructions and complete the battery

Online via your computer

Johnson O’Connor

Highlands Ability Battery

Testing format

Manual (in-person tests, often with an administrator in the same room)

Testing time

7 hours (can be divided between two day)

Testing location

At their offices

At your home computer

Testing items

Report information

One written report describing all abilities/aptitudes, plus an in-person explanation of your results

One report describing all abilities/aptitudes PLUS transferable work task functions report PLUS career role and occupational list report PLUS career summary report which includes combinations of abilities (all included with one test)

Specialized reports

None

Lawyer Style or Leader Style assessments and yield different results;

Unique aptitudes tested

Fine motor, grip, color sensitivity, and spatial aptitudes

Can test for grip with in-person interview

Test Results debrief location

At their offices

At the office, or over Skype, FaceTime, or conference call from your personal location

Test Result debrief time

1-1.5 hours

2 – 60 minutes session

Cost

$700-800

$399 for the information above

Breadth of career knowledge presented

Only as it relates to individual abilities

As it relates to individual abilities, as well as various combinations of abilities which research indicates is more crucial to career choice and career success. Includes how your results relates to work tasks, career roles, and and occupational lists to choose from for each career role.

Breadth of career knowledge of career specialists

Most specialize in this assessment only

Most specialize in this assessment. However, Marjorie Wall Hofer can apply information from testing, career knowledge, and from her perfect ‘career consultant’ ability profile.

In the Career Profiler’s opinion, you will receive significantly more information from the Highlands Ability Battery. Depending on your personal situation, you get the most important information at a much lower cost and greater convenience. Some careers like surgeons or high-end designers can benefit from the extra time and fees to complete the Johnson O’Connor assessment.

We hope that this brief history and comparative chart have provided you with sufficient information to make a decision between the tests. If you’re still having trouble deciding, get in touch with The Career Profiler and she can help you see which will be best for you.

If you’ve settled on the right aptitude test for you, it may still not be enough. Find out why test consultations are often the key to unlocking your road to success.

Why You Need a Test Consultation

Posted on October 13, 2018October 21, 2018 by Career Writer

You’ve probably taken a test like the ones we offer before – a personality test like the Myers Briggs, or a career or aptitude test. Have you taken one of these tests before and thought, “What’s the big deal? It’s just a bunch of letters or words that describe me?” Then you have not yet grasped the full meaning of such an assessment. You can benefit greatly from a consultation.

Let’s look at an example. Maybe you’ve gotten test results, or been told by someone else, that you are an introvert. What did they mean by that? If a person said it to you they might have misused the word and actually meant that you are a shy or quiet person. If this was your result on a test, however, the meaning would be completely different. In a personality test report, introversion is a word that describes how you harness energy. That is a big difference! A lot of people come to the Career Profiler disagreeing with

A word is not just a word – test results use specific words to mean specific things

their test results. This is because they don’t understand the way the test is using such words. It is only after the labels are fully clarified that they admit that the results are indeed accurate. That is why consultations are so important.

Labels are single terms within which a host of meanings are held. As with the word “introvert,” one can pull out more than 25 behavioral descriptors. That doesn’t even include all the synonyms. Now, think for a moment: how many behavioral descriptors can you think of? And how many synonyms for all of those descriptions? Now you can begin to understand the breadth and depth of knowledge necessary for analyzing a person’s assessment results. How can you know what each word means and, more importantly, how to improve someone’s life given those descriptions? It is nearly impossible to do without adequate training. That’s where a competent, trusted career coach comes into play.

Understanding the specific terms used by different test publishers is just one reason why you need a coach consultation. Find out what else is missing from test results and why you need a consultation to get past them in our next blog.

Success Story: Career mentors

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

Career Success Story #4

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.