-DR. LOUIS JANDA
"The intent of testing has been either to help people improve their lot in life or to learn more about how we function as human beings. The myriad of available aptitude tests, for instance, can help match one's abilities with a course of study or career direction."
-DR. LOUIS JANDA
"Career counselors still use tests extensively. Counselors provide a professional interpretation of the results but leave the career choice decisions in your hands. Testing does not provide decisions, but it does provide fruitful information... Self-analysis is critical to making a sound career decision with positive long-term benefits. A wellthought-out self-analysis is the best prescription for a happy working life... Tests are predictors of future success."
-RANDALL POWELL
"Assessment results are counseling tools for fostering career exploration. They provide the information an individual needs in making career decisions. Career development is a continuous process involving many decisions during one's life. In making these decisions, an individual combines assessment results with other relevant data."
-VERNON ZUNKER
"Self-assessment is more than a mental exercise. It involves putting thoughts on paper and then prioritizing them in an order that is useful in appraising career directions. Your self-assessment is your personal balance sheet of assets and liabilities. The reality of a self-assessment extends beyond the career planning theoretical framework. A properly performed self-assessment boosts your confidence level significantly. You feel more certain about your skills and capabilities."
-RANDALL POWELL
"Career development as a continuous process is enhanced by relevant assessment results used to increase awareness of career exploration opportunities over the lifespan.
Learning to link measured aptitudes, interests, and values to work requirements and lifestyle preferences are good examples of using assessment results to foster career development."
VERNON ZUNKER

Interest inventories are assessment instruments that are used to help identify specific activities related to personality. These interest inventories seek to match work environments, tasks and activities with a person's unique set of interests and personality traits. The assumption is that personality type and occupational choice are related, that people with certain personality characteristics tend to go into certain types of work.
John Holland's theory of typology is one of the most widely accepted approaches to understanding career choice, and his Self-Directed Search (SDS) is one of the most commonly used interest inventories. According to John Holland, the world of work can be divided into six categories. The six work environments can be described in terms of the personalities that gravitate towards them. The six scales (personality types or work environments) are identified as Realistic, Investigative, Artistic, Social, Enterprising, and
Conventional.
R / REALISTIC
Realistic people are doers. They are independent, stable, persistent, genuine, practical and thrifty. They prefer to deal with things rather than ideas or people. They are nononsense, matter-of-fact, down to earth individuals. They excel at tasks that are tactile, motoric, physical, athletic or mechanical. They value things that are natural, concrete and tangible. They like the outdoors, tools, machines, animals and working with their hands. (Farmer, Carpenter, Naturalist, Athlete, Police Officer, Military Personnel,
Forester, Landscaper, Mechanic, Sculptor, Veterinarian, Chef, Surgeon, Plumber,
Electrician, Pilot, Fire Fighter, Repairer, Animal Breeder, Animal Trainer, Steelworker,
Miner)
I / INVESTIGATIVE
Investigative people are thinkers. They are intellectual, introspective, introverted and inquisitive. They are curious, methodical, rational, analytical and precise. They excel at tasks that are scholarly, abstract, scientific, medical or technical. They enjoy activities that involve thought, observation, investigation, exploration, discovery and exploration.
They are avid readers. They like to solve puzzles, perform experiments and engage in research. (Biologist, Chemist, Anthropologist, Sociologist, Historian, Scientist, Medical
Doctor, Botanist, Meteorologist, Astronomer, Environmental Analyst, Pharmacist,
Optometrist, Dentist, Engineer, Economist, Dietitian, Psychiatrist, Nurse, Coroner, Lab
Technician)
A / ARTISTIC
Artistic people are creators. They are intuitive, sensitive, articulate, expressive and creative. They are unstructured, original and nonconforming. They rely on feelings and imagination. They like to work with abstractions, ideas, concepts and ambiguities. They are emotional, spontaneous and open-minded. They excel at tasks that are literary, verbal, visual and aesthetic. They like art, music, dance, drawing, painting, sculpting, drafting, drama, writing, communications, design and fashion. (Singer, Writer, Dancer,
Interior Designer, Painter, Actor, Copy Writer, Playwright, Musician, Composer, Poet,

Clothing Designer, Architect, Sketch Artist, Illustrator, Graphic Designer, Printmaker,
Cartoonist, Comedian, Choreographer, Photographer)
S / SOCIAL
Social people are helpers. They are kind, generous, cooperative, patient, caring, helpful, empathetic, tactful and friendly. They excel at socializing, helping others and teaching.
They like tasks that involve teamwork, social interaction, building relationships, and the improvement of society. They enjoy activities that are public, humanitarian, developmental, educational, philanthropic, altruistic, interpersonal and service oriented.
(Teacher, Counselor, Social Worker, Therapist, Nurse, Care Giver, Psychologist,
Minister, Priest, Rabbi, Recruiter, Interviewer, Child Care Worker, Home Economist,
Arbitrator, Facilitator, Sociologist, Bartender, Homemaker)
E / ENTERPRISING
Enterprising people are leaders. They are adventurous, ambitious, assertive, extroverted, energetic, enthusiastic, confident and optimistic. They are dominant, persuasive and motivational. They are promoters. They generally have a contagious or charismatic personality. They excel at business, management, economics, politics, public speaking and salesmanship. Being adventurous and willing to take risks, they possess an entrepreneurial spirit. They like influencing others by guiding, encouraging, directing, preaching, competing or debating. (Politician, Lawyer, Preacher, Coach,
Salesperson, Manager, Public Relations Specialist, Promoter, Event Planner, Trainer,
Instructor, Consultant, Supervisor, Entertainer, Newscaster, Director, Lobbyist, Buyer,
Administrator)
C / CONVENTIONAL
Conventional people are organizers. They are conscientious and conservative. They are logical, efficient, orderly and organized. They are thorough and detail oriented. They are reliable. They enjoy practical tasks, quantitative measurements, conventional environments and structured situations. They like to work with data and numbers. They like process, procedures, regulations, standards, and rules. They excel at accounting, computer abilities, and clerical skills. They like mathematics, office settings and statistical tasks. (Accountant, Secretary, Banker, Teller, Collector, Bookkeeper,
Computer Programmer, Inspector, Auditor, Mathematician, Statistician, Financial
Analyst, Data Processor, Scheduler, Filer, Typist, Tax Preparer, Account Analyst,
Budget Clerk)
"We label people when we become aware that someone displays a distinctive, identifying characteristic, whether it is something we like or dislike. Labeling is a method of cataloging people -- a handy device to help us remember those identifying characteristics and store that information for future reference. There are no good or bad types, there are only differences. The typology approach celebrates those differences, using them creatively and constructively."
-OTTO KROEGER & JANET THUESEN / Authors of Type Talk

The Myers-Briggs Type Indicator (MBTI) is one of the most famous tests used to help measure personality or personal style. Using this assessment instrument, personality can be measured according to attitudes, orientations, character, temperaments or preferences as they relate to interactions, communication, decision-making and lifestyle.
ENERGY
How do you interact with others? How do you focus your attention?
How do you gain your energy? Are you an Introvert or an Extrovert?
COMMUNICATION
How do you acquire, understand, transmit and process information and ideas?
Are you an Intuitor or a Sensor?
DECISIONS
How do you reach conclusions, make decisions and form opinions?
How do you approach problem-solving? Are you a Thinker or a Feeler?
LIFESTYLE
How do you organize and order your life? How do you define your lifestyle?
Are you a Perceiver or a Judger?
I / INTROVERTS
Introverts are introspective, independent, reflective and careful. They prefer to work alone. They think before responding. They are quiet, diligent and reserved. They dislike interruptions while working. They may tend to forget names and faces. They tend to focus on their own inner world. They value having only a few deep relationships with close friends. They gain energy by resting.
E / EXTROVERTS
Extroverts interact easily with others. They are people-oriented. They are talkative, social, open and adaptable. They are quick and energetic. They like variety, and tend to become impatient with long, slow tasks. They are natural leaders. They tend to focus on the outer world. They value having many relationships with casual acquaintances.
They gain energy through increased interaction.
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N / INTUITORS
Intuitors see possibilities. They are futuristic. They are abstract, creative, inventive, spontaneous and imaginative in their thinking. They daydream. They can easily deal with theories, concepts, ambiguities, figurative thinking and gray areas . They dislike details, preferring, instead, the big picture . They value innovation, imagination and inspiration.
S / SENSORS
Sensors are practical. They are here & now , oriented to the present. They are realistic, linear and orderly in their thinking. They value facts and data and what is actual,

accurate, concrete and tangible. They can easily deal with literal thinking, step-by-step approaches and black-and-white answers. They are detail-oriented.
______________________________________________________________________
T / THINKERS
Thinkers are logical, rational, analytical, precise and objective. They are organized and stable, firm and final, brief and concise. They demand evidence and verification. They value accuracy. They are goal-oriented. They make decisions with their mind.
F / FEELERS
Feelers are emotional, sensitive and subjective. They are sympathetic, harmonious and tactful. They tend to be considerate and understanding of others. They value relationships. They are people-oriented. They make decisions with their heart.
______________________________________________________________________
P / PERCEIVERS
Perceivers are open, flexible, casual, spontaneous and adaptive. They see all sides of an issue. They make compromises. They don't mind leaving things unsettled and unfinished. They seek to understand. They are open-minded, laid-back and fun-loving.
They know how to relax.
J / JUDGERS
Judgers are orderly, organized, detailed and structured. They plan ahead. They are good with deadlines, lists, calendars and schedules. They make decisions easily and firmly. They get things done. They seek to control. They are good regulators and time managers. They are diligent workers.
______________________________________________________________________
Checklists and questionnaires are inventory instruments designed to help you organize simple information about your personality or preferences. These checklists allow you the opportunity to tabulate or arrange specific details about their interests, skills and values in a readily observable format. Usually a checklist contains a set of questions designed to force you to make selections or choices (by comparing, ranking, or rating sets of descriptors) regarding your preferences. The resulting data is generally selfevident.

For each activity, answer two questions:
Do you LIKE this activity very much? Are you especially GOOD at this activity?
LIKE WORKING WITH PEOPLE
Training/Instructing
Advising/Counseling/Interviewing
Persuading/Negotiating/Selling
Assisting/Protecting/Providing Care
Coordinating Work With Others
Supervising/Directing/Assessing
WORKING WITH HANDS OR EQUIPMENT
Operating Machines or Equipment
Using Tools/Measuring
Maintaining/Inspecting/Repairing
Installing/Setting Up/Constructing
Drafting/Drawing
Designing Equipment/Developing Systems
COMMUNICATING
Following Written & Oral Instructions
Explaining/Answering Questions
Making Presentations
Writing/Preparing Reports
Public Speaking/Broadcasting/Entertaining
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LIKE
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LIKE
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LIKE ORGANIZING INFORMATION
Keeping Records/Cataloging
Gathering Information/Conducting Research
Making Diagrams
Analyzing/Interpreting/Evaluating
Planning/Making Decisions
Developing Ideas
WORKING WITH MATH
Mathematical Reasoning
Calculating/Computing/Applying Formulas
Developing Budgets
Analyzing Numerical Data
SPECIAL ACTIVITIES
Attention to Detail
Quick Thinking
Memorizing
Working With Computers
Fine Arts/Performing Arts
Spatial Visualization
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LIKE
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LIKE
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GOOD
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GOOD
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GOOD
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GOOD
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GOOD
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GOOD
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Consider the following list of work-related values and determine the relative importance of each factor. Rank your values using the scale provided.
(1) NOT IMPORTANT (2) DESIRABLE (3) VERY IMPORTANT (4) ESSENTIAL
_____ CONTRIBUTION TO SOCIETY
How important is it for your work to make an important contribution to the functioning and improvement of society?
_____ HIGH INCOME
How important is it for your occupation to pay high income?
_____ INDEPENDENCE
How importance is it to be your own boss and make your own decisions about your work?
_____ LEADERSHIP
How important is it to direct other people in their work and be responsible for their motivation and performance?
_____ LEISURE
How important is it to be able to take a lot of time off from work?
_____ PRESTIGE
How important is it to be doing work that causes people to respect you and look up to you?
_____ SECURITY
How important is it for your work to offer steady employment and regular income?
_____ VARIETY
How important is it for your work to offer different challenges, problems, activities, people or places?
_____ ADVANCEMENT
How important is it for your work to offer opportunities of getting ahead?
_____ CHALLENGE
How important is it for your work to be challenging?
_____ EASY COMMUTE
How important is it to get to and from work easily?
_____ FLEXIBLE HOURS
How important is it for your work to be flexible?
_____ ON-THE-JOB TRAINING
How important is it for you to learn skills on the job?
_____ PLEASANT CO-WORKERS
How important is it to enjoy being with your co-workers?
_____ STAYING PUT
How important is it to be able to find work without relocating?

MICHAEL LEBEAU 2007