1. Chapter 8: Career and Occupational Assessment
Interest Inventories
Special Aptitude
Multiple Aptitude Tests

2. Defining Career and Occupational Assessment
Career and occupational assessment can occur at any point in life--most critical at transition points.
Counseling and assessment can help in this process.
Three kinds of assessment that can be helpful:
interest inventories
special aptitude tests
multiple aptitude tests

3. Interest Inventories Used to determine:
likes and dislikes of a person
personality orientation toward the world of work.
Many are good at predicting job satisfaction.
Three we will look at:
Strong Vocational Interest Inventory
Self-Directed Search (SDS)
Career Occupational Preference System Interest Inventory (COPS)

4. Strong Interest Inventory
Developed as Strong Vocational Interest Blank in 1927
For ages 16 and older, takes 35 to 40
Five different interpretive scales or indexes:
General Occupational Themes
Basic Interest Scales
Occupational Scales
Personal Style Scales, and
The Total Response Index

5. Strong: General Occupational Themes
Most commonly used score on the Strong
Offers three letter code based on Holland’s hexagon model (see Figure 8.1,p. 150; Box 8.1, p. 151)
Identifies top three Holland codes in hierarchical order

6. Strong: Basic Interest Scale and The Occupational Scales
Basic Interest Scales (see Figure 8.2, pp ):
Shows top 5, and separately, top 25 broad interest areas. Relates them to Holland Code.
Uses T Scores
Occupational Scales (see Figure 8.2, p. 152):
Original basis of the 1927 Strong
Compares client’s interests to interests of same sex individuals who are satisfied in their jobs.
Lists 10 occupations to which client is most similar.
Separately compares client to 211 occupations (not in Figure 8.2)
The higher the T-Score, the more similar are one’s interests to those in the stated jobs.

7. Strong: Personal Style Scales and Total Response Index
The Personal Style Scales
Gives estimate of client in certain activities:
work style (alone or with people)
learning environment (practical vs. academic)
leadership style (taking charge vs. letting others take charge)
risk taking-adventure (risk taker vs. non risk taker).
T-scores comparisons to men, women, or both.
The Total Response Index:
Percentage of client’s responses across all areas measured (e.g., school subjects, leisure activities).
Helpful if you suspect a response set.
Large percentage of indifferent or dislike scores can sometimes be an indication of depression or apathy.

8. Strong: Normative and Test Worthiness Info
Can be mailed, software to use on work computer, or administered on Internet.
Norm data updated in from over 55,000 people in 50 occupations. (More recent update may now be available)
Reliability from mid .60s to mid .90s for different subsections.
Evidence of concurrent validity of personality code with current jobs held.
Could use more predictive validity.

9. Self-Directed Search (SDS)
Created by Holland--based on hexagon (Figure 8.1., p. 150)
Can be self administered, scored, and interpreted, but always good to have a counselor guide a client.
Primarily based on interests, but also includes self-estimates of competencies and ability.
Client obtains 3-letter Holland code

10. Self-Directed Search (Cont’d)
Can cross-reference code with the 1300 occupations in “Occupations Finder” or 1200 occupations in Dictionary of Holland Occupational Codes.
Four forms for young adults through older adults.
Administered by booklet, on computer, or on Web.
Form R norms based on 2,602 people in 25 states.
Reliability coefficients range from the .80s to .90s.
Moderate correlation with job satisfaction.

11. Career Occupational Preference System (COPS)
The three instruments measure interests, abilities, and values (Table 8.1, p. 155)
Career Occupational Preference System Interest Inventory (COPS).
Scores are related to a career cluster model used to guide the individual to a number of career areas (Figure 8.3, p. 156).
Career Ability Placement Survey (CAPS).
Measures abilities across 8 different dimensions related to career cluster (outer circle of Figure 8.3).

12. COPS (Cont’d)
Career Orientation Placement and Evaluation Survey (COPES).
Assesses values important in occupational selection and job satisfaction.
Scales are based on eight dichotomous poles (Table 8.2, p. 157), which then are keyed to the career clusters in Figure 8.3

13. Other Common Interest Inventories
Campbell Interest and Skill Survey (CISS)
SIGI PLUS: Computer based career self-assessment program primarily for high school and college students
Career Assessment Inventory (Uses Holland Code)

14. Multiple Aptitude Testing
Measures several abilities.
Used to predict how an individual might perform in different jobs.
Often used in conjunction with interest inventories.
Usually used for career counseling.
Factor analysis often used with multiple aptitude tests to assure purity of the different subtests.

15. Armed Services Multiple Aptitude Battery (ASVAB)
Most widely used multiple aptitude test.
Developed by military.
Eight “power tests”:
General Science Mathematics Knowledge
Arithmetic Reasoning Electronics Information
Word Knowledge, Auto and Shop Information
Paragraph Mechanical Comprehension
Comprehension

16. ASVAB (Cont’d) Gives scores for the eight tests (See Box 8.2).
Also, gives 3 exploration (composite) scores in verbal skills, math skills, and science and technical skills.
Test often given by the military for free in HS.
Takes 170 minutes to take.
Reliability for tests and composite scores: .66 to .92.
Test does show moderate to strong predictions for success in military jobs.
Correlations ranging from .70 to .86 with the California Achievement Test.

17. Differential Aptitude Test
For grades 7-12.
Measures students’ ability to learn and be successful in certain areas related to occupational skills.
Often administered/interpreted by school counselors.
Takes approximately 1.5 to 2.5 hours.
Eight separate tests that measure: verbal reasoning, numerical reasoning, abstract reasoning, perceptual speed and accuracy, mechanical reasoning, space relations, spelling, and language usage.
Also includes a Career Interest Inventory (CII) to examine interests in conjunction with ability.

18. DAT (Cont’d) Reliability of different tests range between 80 and .95.
Correlations with the DAT and several other major aptitude tests (ACT, ASVAB, SAT, and the California Achievement Test) ranged between .68 and .85
Correlations with DAT scores and high school grades are sound.
Little data exists regarding predictive validity in job performance.

19. Special Aptitude Testing
Measures a homogenous area of ability.
Used to predict success in a specific vocation.
Good for helping individuals decide if they might do well in a specific occupation or to help employers and schools make decisions about hiring/admitting.
Discuss: How is it to measure some special aptitudes like art, music? (See Figure 8.4, p. 163).

20. Special Aptitude Testing
Some of the more population Special Aptitude Tests:
Clerical Test Battery
The Minnesota Clerical Assessment Battery
U.S. Postal Service’s 470 Battery Examination
Federal Clerical Exam
SkillsProfiler Series Mechanical Aptitude Test
Technical Test Battery
Wiesen Test of Mechanical Aptitude
Arco Mechanical Aptitude and Spatial Relations Tests
Bennett Test of Mechanical Comprehension
Music Aptitude Profile
Iowa Test of Music Literacy
Group Test of Musical Ability
Advanced Measures of Music Audiation.

21. The Role of Helpers in Career and Occupational Assessment
These tests don’t require advance training
However, test examiners should have knowledge of testing and specific knowledge of these instruments.

22. The Role of Helpers in Career and Occupational Assessment (Cont’d)
Examples of how helpers provide occupational and career assessment
Middle school counselors provide interest inventories to help students examine occupational likes and dislikes.
High school and college counselors provide interest inventories to help students think about occupational choices and make tentative choices about college major.
High school counselors orchestrate the administration of multiple aptitude tests and help interpret those tests
Private practice clinicians give interest inventories and aptitude tests to help clients examine what they’re good at and to guide clients into good occupational “fits.”
Even private businesses today can be found offering career and occupational assessment.

23. Final Thoughts Concerning Occupational and Career Assessment
As with all testing, occupational and career assessment should not be done in a vacuum.
Understanding the complexities of one’s interests and abilities and eventual occupational choice is critical.
Clients make choices for such reasons as:
Psychodynamic reasons (e.g., parental influences),
Social pressures (e.g., racism, sexism, peer pressure),
Environmental concerns (e.g., the economy), and
Family issues (e.g., sibling rivalry).
Therefore, occupational and career decisions should be thoughtful and wise.