ASSESSMENTS IN CAREER COUNSELING 1
Strong Interest Inventory and Myers-Briggs Type Indicator
In the field of career counselling, professionals have a myriad ofinstruments at their disposal. They use the career assessment toolsto gather all information pertinent to the subject client’s careerchoice. The information gathered is then used to identify anindividual’s abilities, knowledge, skills, interests, personality,values, and competencies (Flores & Denise, 2014). Thisinformation is useful since different occupations have differentrequirements. With the information on the individual being assessedat hand, the career counsellor matches their capabilities against thedemands and results of a certain job to determine where the subjectis likely to perform best and derive the highest level ofsatisfaction. In this way, the career counsellors are able to advisetheir clients objectively on what career suits them best in terms ofperformance effectiveness and satisfaction derived therein (Flores &Denise, 2014). Herein is a discussion of two such instruments, theiradvantages, as well as their suitability for assessing specialpopulations.
Strong Interest Inventory
The Strong Interest Inventory is an instrument designed to measure anindividual’s interest in career and leisure. Its history goes backto 1927, with the same purpose of helping users arrive at career andeducational decisions. It has four primary scale categories, namelyOccupational Scales (OSs), Personal Style Scales (PSSs), BasicInterest Scales (BISs), and General Occupational Themes (GOTs)(Flores & Denise, 2014). The GOTs measure interests in sixoccupational areas, the BISs have 30 scales for areas closely relatedto the GOTs, the PISs measure 5 areas on personal style, while the OSis the widest class of scales with 260 scales, 130 for men and womeneach (Flores & Denise, 2014). The OSs assess how close a person’sinterest are to those of people of the same gender working in asimilar field. Collectively, all these indicators help place thesubject individual in their best-suited occupation.
Myers-Briggs Type Indicator (MBTI)
This is a tool designed to work within the framework of C. G. Jung’stheory of psychological types, giving it daily applicability. Thispersonality inventory is divided into four dichotomies that are usedto classify its users into sixteen personality types (Flores &Denise, 2014). The four classes place people into groups dependent ontheir preferred world, information processing, decision basis, andtheir proclivity for structure when dealing with external elements inthe world. Depending on the discovered personality type of a person,they easily understand their perception of the world anddecision-making processes. Resultantly, a career counsellor is ableto recommend a career direction to their clients.
Both the SII and the MBTI ultimately provide a construct of thepersonality type that a client fits into, based upon which a careerline can be recommended to them. They share their biggest strength,which is their established reliability and validity, arrived at bythe varied research conducted on them independently. The SII, forinstance, has been found to anywhere between 80% and 95% reliableacross the four classes of scales (Flores & Denise, 2014).Similarly, varied research into the MBTI tool has found out that theoutcome of the tests is valid, underlining its acceptability withinthe scientific community, and consistently reliable. Therefore, thesetools are particularly suited for the high school student populace,since they have been in use for long periods of time and are widelyavailable. Therefore, the students can easily take them. Based on thereliability and validity of their results, the students can rely ontheir established personality type to identify the college coursesthat will lead them to careers in which they are not only likely tosucceed, but also derive maximum satisfaction.
Every population consists of individuals that have unique traits,which career counsellors must bear in mind when handling clients.Such uniqueness implies that generalizations may not suit everyone inthe same community equally (Flores & Denise, 2014). Given thesedifferences, the results of the assement using different tools impactthe special populations differently, and the differences areinstrumental in shaping the perception of the people. Therefore, thecounsellor must consider how differences in language, culture, race,or physical location impact the test results.
Flores, Lisa Y., and Denise H. Bike. "Multicultural careercounseling." (2014).