career and employment assessment. Chapter 11 Lisa Dieter Lorena Irigoyen Margaret Estrada Erika Montoya. CAREER ASSESSMENT. Systematic process to help individuals with career development and making informed decisions Foundation for planning a career
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1. Career Occupational Preference System (COPS) Interest Inventory
2. Career Ability Placement Survey (CAPS)
3. Career Orientation Placement and Evaluation Survey (COPES)
1. The Kuder Career Search with Person Match
2. The Kuder Skills Assessment
3. The Super’s Work Values Inventory-revised
Realistic (R), Investigative (I), Artistic (A), Social (S),
Enterprise (E), and Conventional (C)
with their three letter summary code. EX. CES
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.
Example of Form R:
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
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
3. Occupational Scale: Your scores are compared with those of people
who are successful and satisfied in each occupation.
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.
1. Selection Interviews
2. Biographical Information
3. Assessment Centers
1. Interviewers form decisions about interviewees at the
beginning of the interview
2. Negative descriptions are more highly judged than positive qualities
3. Verbal cues are less significant than visual cues
4. Interviewee marks vary depending on the number of candidates
5. Interviewees who resemble the interviewer to include, but not limited to personality traits,
gender, and race
1. Test used in the Private Sector
2. Test used in the Military
3. Test used in the Government
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)