One-on-one Counseling
SOLER
Reflection
Questions
Performance Objective
At the end of this lesson you will be able to:
 list and describe the foundational principles of one-on-one
facilitation.
 define and describe advantages and disadvantages of openand closed-ended questions.
 define and describe the skills of reflection and questioning in
an interview.
Basic Principles of Facilitation
Genuineness
Understanding
Acceptance
Empathy
Respect
Trust
One-on-One facilitation
• S - Square up to client to display undivided
attention
• O – Open posture
• L – Lean in
• E – Eye contact
• R - Relax
Reflection
Mirrors both the
content and
feeling
Closed-Ended Questions
Advantages
Disadvantages
• Easy for job seeker to
answer
• Yield or clarify
information quickly
• Restrict job seekers to brief answers
• Keep the questioner in control
• May provide less information
• May feel like an interrogation
• Heard as advice or criticism
Open-Ended Questions
Advantages
Disadvantages
• Invite job seekers to explore
thoughts/feeling
• Gives some control
• Convey interest and respect
• Provide unexpected
information
• Allows job seekers to
wander from topic and
lose focus or avoid topics
• Leads to a series of “I
don’t know” answers
Common Themes
Initial Interviews
• Mixture of feelings: suspicion,
fear, tentativeness, resentment
• Concern about fairness
• Concern about expectations
Initial Interviews
Convey interest and respect
Use open-ended questions to
explore
Use closed-ended questions
to clarify
Use reflection to demonstrate
listening and understanding
Using 1-on-1
counseling
Skills
Performance Objective
At the end of this lesson you will be able to:
determine the difference between formal and informal
assessments.
define and describe advantages and disadvantages of
open- and closed-ended questions.
Develop a structured interview template using the
Wheel.
Experience two examples of career theory-based
informal assessment tools.
• Developed w/o scientific
rigor
• Has no known reliability
& validity
• Administered informally
• Interpreted in a nonstandardized way
Formal
Informal
Assessment
• Developed with scientific
rigor
• Has known reliability &
validity
• Administered in a
standard, specific way
• Interpreted in a
standardized way
Informal Assessment
Strengths
Low cost
Can be administered w/o ordering
materials
Can offer greater opportunity to learn
about person taking assessment
Informal Assessment
Weaknesses
Interpretation may be subjective
Facilitators may interpret the same
results differently
Activities have not been subjected to
scientific study
Informal Assessment
Types
•Forced-Choice Activities
•Card Sorts
•Checklists
•Structured Interviews
•Simulations (games)
Structured Interview
One-on-one
conversation in which
the facilitator’s part of
dialogue is
preplanned
EDUCATION
& TRAINING
TRANSFERABLE
SKILLS
SOCIAL &
ECONOMIC
FACTORS
INTERESTS
Whole
Person
Concept
PERSONAL
TRAITS
POTENTIAL
SKILLS
LEISURE TIME
ACTIVITIES
PHYSICAL
CAPACITIES
Checklist
Choosing items from
a list that indicates
preferences or
personal
characteristics
Interests & Skills Checklist
• Complete questionnaire about interests
and work experiences
• One completed, tally scores for all six
categories
• Draw profile
• Join in group discussion
Performance Objective
At the end of this lesson you will be able to:
• describe the differences between Structural and
Developmental Career theories.
• determine your own Holland Code and explain what it
means.
• identify the primary elements RIASEC
• define the term vocational self concept
Formal Assessment
Strengths
Has been normed for validity and reliabilty
Produces standardized results
Can be compared to others taking the
same instrument
Formal Assessment
Weaknesses
Can be expensive to administer
Individuals should be trained to
administer and interpret
Individuals taking the test may feel it is not
a true picture of who they feel they are
Structural Career Theories
Individual
Traits
Job Traits
Job
Success
Developmental Career Theories
Socioeconomic
Factors
Personal
Characteristics
Career
Patterns
Mental/Physical
Abilities
Life
Expectancies
Definition of Career
A combination of activities in all life
roles at a specific point in time (lifespan)
John L. Holland
Concept 1: People can be described as a
combination of six personality types
– Realistic
– Investigative
– Artistic
– Social
– Enterprising
– Conventional
John L. Holland
Concept 2: A Holland code can be used to
identify
– Occupations
– Jobs
– Schools
– Majors
– Leisure Activities
John L. Holland
Concepts 3 & 4:
– People of a given type are drawn to an
environment of the same type.
– When person and environment types
are matched, people are likely to be
satisfied and productive.
John L. Holland
Realistic
Conventional
Investigative
Enterprising
Artistic
Social
Activity
Well-Differentiated Profile
High, Flat Profile
Low, Flat Profile