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Career and Employment Assessment

Career and Employment Assessment. Chapter 11 Wendy Dorado Melissa Hernandez Rosie Mendez Irma Rodriquez. Career Assessment.

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Career and Employment Assessment

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  1. Career and Employment Assessment Chapter 11 Wendy Dorado Melissa Hernandez Rosie Mendez Irma Rodriquez

  2. Career Assessment Career assessments: are tests that are designed to help individuals understand how a variety of personal attributes such as interests, values, preferences, motivations, aptitudes and skills impact their potential success and satisfaction with different career options and work environments. Rosie

  3. Benefits of Career Assessments • Helps articulate a great number of skills and preferences much more clearly, and expanded list of options lessens your risk of a poor career choice. Which helps individuals with making informed decisions • Validate what you already know - which leads to greater trust in your new choice and, quite possibly, the courage to make the switch • Opens up specific career choices that are a good fit for you, and perhaps even better, break down these careers into "component pieces" which can provide more possibilities to consider. • Pinpoint your dislikes - so that you can better manage them (i.e., do less of them, do them with humor, or not do them at all) So it helps find career options of their liking. • Helps identify individual interests’, values & personalities

  4. Employment Assessment Employment assessments: Is a systematic approach to gathering information about applicants job qualifications. Employee assessments are tools used to measure things like your ability to do math, your level of verbal skill/verbal reasoning and your problem solving ability. Behavioral tests are also widely used to determine if you have the right attitude, drive and temperament for the position. They are used by employers as a means of assessing skills, behaviors and knowledge. Employers are seeing the value of having objective information about a candidate rather than relying solely upon subjective interviews where the majority of the information is provided by the candidate

  5. Benefits of Employment Assessments • Introduces a completely objective tool into the hiring process. A great companion to the resume and interview. • Provides a method to select the 'best fit' for each and every job. • Measures not just mental skills, but core behavior, the most telling aspect of an individual's job fit and success. • Provides a clear basis for comparison to other candidates and present staff. • Compares actual abilities to the needs and criteria of the specific job. • Provides post testing interview questions that target areas of weakness or concern. • Enhances training programs and customizes them to address the hire's specific needs. • Reduces the training curve and non-profitable "down time." • Provides Insight for managers into the most productive avenues for coaching and mentoring. • Develops 'bench strength' for employee stability and retention. • Determines which present employees will be most successful in the re-organization of duties and responsibilities due to downsizing, etc.

  6. Employee Assessment Measures A Candidates Personality Dimensions And Mental Abilities That Will Cover Areas Such As: • Motivation and Commitment • Problem solving and Cognitive ability • Energy and Enthusiasm • Ability to Concentrate • Self Discipline • Dependability • Organization • Energy and Enthusiasm • Initiative and Risk threshold • Stress Tolerance and Emotional maturity • Ability to Lead, Train, and Mentor • Leadership Style, Capabilities and Potential

  7. Combined Assessment Programs • COPSYSTEM – Career Occupational Preference System (COPS) aids people in career selection by assessing a person’s abilities, interests and values. • The Program includes three inventories: 1. Career Occupational Preference System (COPS) Interest Inventory 2. Career Ability Placement Survey (CAPS) 3. Career Orientation Placement and Evaluation Survey (COPES) Kuder Career Planning System Is an Internet-based system that was developed based on the work of Dr. Frederick Kuder, a pioneer in the career industry professional. It helps individuals identify their interest, explore career options and plan for career success. It can be used by middle school students, high school students, college students, and adults Includes the following: 1. The Kuder Career Search with Person Match 2. The Kuder Skills Assessment 3. The Super’s Work Values Inventory-revised Wendy

  8. Discover • Is a comprehensive career planning program available online through the American College Testing Program (ACT) • Gathers detailed data about individual career values, interests, and abilities via self-assessment information • Provides assistance with college planning and future career choice • It also provides a World-of-Work Map

  9. Employment Assessment • The Employment Industry relies on a multitude of assessments to hire prospective employees and promote employees from within the organization. Assessments will insure that the right candidates will be selected, and thus minimize any error in selection. • Employment Assessment includes: 1. Selection Interviews 2. Biographical Information

  10. Selection Interviews • Gather information about the candidates qualifications that are relevant to the job description • Interesting Research Facts: 1. Interviewers form decisions about interviewees at the beginning of the interview 2. Negative information tends to be weighed more heavily than positive qualities 3. Visual cues tend to be more important than verbal cues. 4. Interviewees who share similarities with the interviewer to include, but not limited to personality traits, gender, and race, tend to be more favorable. Selection Interview can be valuable if the interviewers are trained in the process, panels are used whenever possible, job-related questions are used, and multiple questions are designed for the requirements of the job.

  11. Biographical Information • Obtain background information on prospective employees to assist employers in assessing the probabilities of future behavior • Applicants’ life experiences provide an indirect measure of their motivational characteristics • Utilized to make decisions about employee assignment and job descriptions

  12. Assessment Centers • Involves multiple evaluation techniques, including various types of job-related simulations, and sometimes interviews and psychological tests. • Group-oriented • Standardized series of activities that provide human behaviors relevant to work performance • Use in human resources management: • To decide who to select or promote • Diagnose strength and weakness in work related skills • Develop job relevant skills • 4 characteristics of assessment centers • Attendees usually the company wants to evaluate for promotion or training • Evaluated in groups of 10-20 • Evaluation is done by several assessors • Can take several days to complete and are situational judgment test • Work Sample • In-Basket Test • Thornton & Byham (1982) identified 9 dimensions measured in assessment centers • Communication skills • Planning & organizing strategies • Delegating responsibilities • Decisiveness • Initiative • Stress tolerance • Adaptability • Tenacity Melissa

  13. InitialInterview • Counselors gather background information. • Counselor may ask questions relevant to career assessment. • They may ask client to describe their typical day. • Counselors may use the interview to evaluate the importance of the work role in comparison to other roles.

  14. Interest Inventories • Interest means likes, preferences, or things that people enjoy. • Are used to evaluate how closely an individual’s interest match those of different occupations. • Since most individual’s want a career that is tied to their interest, and Interest Inventory is a commonly used in career assessment.

  15. Self-Directed Search (SDS) • Guides an individual through an evaluation of their abilities and interests. • Used by high school and college students or adults returning to the workforce. • May be used by anyone between the ages of 15 – 70. • Based on Holland’s theory (RIASEC model). Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprise (E), and Conventional (C) • Individual’s evaluate and record their interests and abilities on the inventory. • After taking the inventory, the SDS, provides individual’s with their three letter summary code. EX. CES • Has different forms to use with a specific population Form E – Helps individuals with limited reading skills. Form CP – Focuses on the needs of those who have high levels of responsibility. Form R – helps those not yet in the workforce and matches them with their interest and skills.

  16. Code ces Example of Form R:

  17. Strong Interest Inventory (SII) • It evaluates an individual’s interest in a broad range of occupations, work activities, leisure activities, and school subjects • Used by adults, college and high school students, starting at age 14 and up. • Results are comprehensive and it several pages long. • Results are presented by several themes and scales.

  18. Strong Interest Inventory (SII) Sample Your Highest Themes Your Theme Code Artistic, Investigative, Social AIS Your Top Five Interest Areas Areas of Least Interest 1. Writing & Mass Communication (A) Management (E) 2. Performing Arts (A) Computer Hardware and Electronics (R) 3. Visual Arts & Design (A) Military (R) 4. Culinary Arts (A) 5. Law (E) Your Top Ten Strong Occupations Occupations of Dissimilar Interest 1. Librarian (A) Physical Education Teacher (SRC) 2. Technical Writer (AIR) Physicist (IRA) 3. Broadcast Journalist (AE) Athletic Trainer (IRS) 4. Graphic Designer (ARI) Mathematician (IRC) 5. Photographer (ARE) Mathematics Teacher (CIR) 6. Reporter (A) 7. Chef (ERA) 8. Attorney (A) 9. Editor (AI) 10. Translator (A) Your Personal Style Scales Preference 1. You are likely to prefer a balance of working alone and working with people 2. You seem to prefer to learn through lectures and books 3. You probably are comfortable both leading by example and taking charge 4. You may dislike taking risks 5. You probably enjoy both team roles and independent roles

  19. Campbell Interest and Skills Survey (CISS) • Its purpose is to help individuals understand how interest and skills work into their occupational world. • Focuses on careers that require college education. • Used for individuals who are going to college or are college educated • It asks the test takers 200 interest items and 120 skill items • It has three scales: 1. Orientation scale: has seven broad themes that correspond to Holland’s model (RIASEC) 2. Basic interest and skills scales: more detailed; takes you one layer deeper into the basic scales under each Orientation. 3. Occupational Scale: Your scores are compared with those of people who are successful and satisfied in each occupation. • Two scores are calculated based on interest and skills • Scores result in four patterns. 1. Pursue: Interest and skill are both high. 2. Develop: Interest is high and skill is low. 3. Explore: Skill is high and interest low. 4. Avoid: Interest and skill are both low. Irma

  20. Campbell Interest and Skills Survey (CISS) Sample

  21. Other Interest Inventories • Harrington-O’Shea Career Decision Making System Revised (CDM-R) • Interest Determination, Exploration, and Assessment System (IDEAS) • Jackson Vocational Interest Survey (JVIS)

  22. Tests • Employers have prospective employees complete tests during the selection process, to better match and employee to the area of employment • Such tests include: 1. Test used in the Private Sector 2. Test used in the Military 3. Test used in the Government

  23. Tests Used In The Private Sector • The Career Attitudes and Strategies Inventory (CASI) • The Comprehensive Ability Batter (CAB) • The Comprehensive Personality Profile (CPP) • The Employee Aptitude Survey Test Series (EAS) • The Employment Barrier Identification Scale • The Employee Reliability Inventory • The Job Effectiveness Prediction System • The Personnel Selection Inventory (PSI) • The Wesman Personnel Classification Test • The Wonderlic Personnel Test

  24. Tests Used in military • Used for selection and classification • Examples: 1. Armed Services Vocational Aptitude Battery (ASVAB) 2. Cadet Evaluation Battery (CEB) 3. Air force Officer Qualifying Test (AFOQY) 4. Alternate Flight Aptitude Selection Test (AFAST) 5. Defense Language Aptitude Battery (DLAB)

  25. Tests Used In Government • 1883 Federal Government begins Employment Assessment • 1979 U.S. Office of Personnel management created exams for over 1000 types of jobs • State and local Government agencies require testing of applicants • States regularly require occupational and professional licensing

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