1. Assessment of Vocational Interest

2. Holland’s Typology Six Personality Types  Realistic  Investigative  Artistic  Social  Enterprising  Conventional

3. Holland’s Hexagon R I C A E S

4. Realistic Type  Characteristics Mechanical abilities, but lacks social skills Conforming Natural Practical  Typical jobs Mechanic Farmer Electrician

5. Investigative Type  Characteristics Mathematical & scientific abilities, but often lacks leadership Analytical Curious Independent Precise Unpopular  Typical jobs Biologist Geologist

6. Artistic Type  Characteristics Artistic abilities, but often lacks clerical/organizational skills Expressive Imaginative Impractical Nonconforming  Typical jobs Musician Writer Decorator Actor

7. Social Type  Characteristics Socially skilled, but often lacks mechanical and scientific ability Empathic Helpful Warm Persuasive  Typical jobs Teacher Minister Counselor/psychologist Other helping professions

8. Enterprising Type  Characteristics Leadership and speaking abilities, but often lacks scientific ability Adventurous Energetic Sociable Self-confident  Typical jobs Salesperson Business exec/manager Buyer

9. Conventional Type  Characteristics Has clerical and arithmetic ability, but often lacks artistic abilities Conforming Conscientious Organized practical  Typical jobs Bookkeeper Stenographer Financial analyst Office worker

10. Measures of Holland’s Types  Strong Vocational Interest Blank- Strong-Campbell Interest Inventory (SVIB- SCII) Originally developed in 1927 Original was criterion-keyed Later (1974) tied to Holland’s theory and renormed Computer scored Output includes similarity to many occupations  Self-Directed Search (SDS)

11. Self-Directed Search (SDS)  Created by Holland  Self-administered, self-scored, self-interpreted  Is a measure of interest, not ability or aptitude  Scores linked to over 1300 occupations  Scores also linked to recreational interests  Validity data related to model; little on prediction of job satisfaction, success

12. SDS Interpretation  Generate a summary code  Compare code, and permutations, to current job or vocational possibilities (congruence)  Consistency: are code letters (types) close to each other on the hexagon  Differentiation: To what extent is a person very much one type versus even across the board