Career Counselors Often Use Psychological Assessments To Assist Indivi
Career counselors often use psychological assessments to assist individuals in career planning and goal-setting. There are several steps that can be helpful in the career planning process, such as conducting a self-assessment, exploring industries/careers, and determining factors that are non-negotiable (e.g., shift, location, salary, the need for specific benefits). Prior to beginning work on this assignment, you will need to read the article by Barr (2014) and take two different types of self-discovery assessment. To begin, research VIA Character Strengths Test, O*Net Interest Profiler, and TypeFocus listed below to determine which one is of interest to you. Once you have completed your research, take one of the assessments to complete Part I of your Journal.
A. VIA Character Strengths Test
Character strengths are viewed as our positive personality traits—our core capacities for thinking, feeling, and behaving in ways that can bring benefit to us and others. To take the VIA Character Strengths assessment: follow the link to register. VIA Character Strengths Test (Links to an external site.) *Please note, the results are free and please do not pay for this assessment.
B.
O*Net Interest Profiler
The assessment can help you learn about your interests as they relate to different career fields. (Links to an external site.)
C. TypeFocus
This online assessment is designed to assess your personality type, interests, and values to assist you in making effective decisions about your career goals. TypeFocus also provides valuable information about careers that may likely be a good fit for you. Based on your results, a Career Services Specialist will guide you through the process of identifying career goals that fit your interests and personality type. Click here to learn how to take the assessment. (Links to an external site.)
**Journal Assignment Part 1:**
Take one of the assessments: VIA Character Strengths Test, O*Net Interest Profiler, or TypeFocus.
Provide the following information about the assessment in Part 1 of your journal:
- Name of the test
- Present your basic impressions of the test in 1-2 sentences.
**Journal Assignment Part 2:**
Locate a free, online self-discovery assessment (e.g., career, personality, values, preferences) and take the assessment to receive your results. It is recommended that you do not take assessments requiring submission of personal information.
Provide the following information about the assessment in Part 2 of your journal:
- Name of the test
- URL where the test is located
- Present your basic impressions of the test in 1-2 sentences.
**Journal Assignment Part 3:**
Compare and contrast the professional assessment in career services with the popular press assessment you found online.
Address each of the following measurement issues:
- Test content
- Administration format
- Administration time
- Item-response format
- Face validity
- Homogeneity and heterogeneity
Using the test you took in Career Services as the criterion, judge the apparent criterion-related validity of the popular press assessment you located.
If you took the assessments more than once, comment on test-retest reliability based on your experience.
Conclude by critiquing the utility of the instruments.
This journal does not require you to share personal information about your mental health or any sensitive
data. Your grade will be based on a substantial and thoughtful evaluation addressing each of the items.
Paper For Above instruction
Introduction
Psychological assessments serve as vital tools in career counseling, providing individuals with insight into their interests, strengths, and personality traits that can inform career decision-making. The integration of scientifically validated tools with popular accessibility assessments enables a comprehensive approach to self-discovery, facilitating effective career planning. This paper explores the characteristics and utility of a selected professional assessment—VIA Character Strengths—and compares it with a popular online assessment, aiming to evaluate their validity, reliability, and practical use in guiding career decisions.
Part 1: Selection and Reflection on the Professional Assessment
The VIA Character Strengths Test was my chosen professional assessment. This assessment focuses on identifying positive core traits such as kindness, perseverance, and curiosity, which contribute to one’s personal and professional development. My initial impressions of the VIA were that it is a well-structured, reflective survey designed to enhance self-awareness by highlighting innate strengths. I appreciated its emphasis on positive traits rather than deficits, fostering a strengths-based approach to career development. The assessment consists of 24 character strengths, and it is administered via an online platform, taking approximately 10-15 minutes to complete. The accessibility and focus on positive attributes make it an appealing and user-friendly tool.
Part 2: Online Self-Discovery Assessment
For the online self-discovery assessment, I selected the 16Personalities test, a popular personality inventory based on the Myers-Briggs Type Indicator. The test is freely available at https://www.16personalities.com/. It aims to classify individuals into personality types, providing insights into typical behaviors, preferences, and career suitability. Upon completion, I received a detailed report describing my personality type as “Logisticsian,” characterized by traits like practicality, detail-orientedness, and reliability. My impressions of this test were positive; it was straightforward, engaging, and provided immediate, detailed feedback that was easy to understand and relevant to personal and professional contexts. The assessment took approximately 12 minutes.
Part 3: Comparison and Evaluation of the Assessments
When comparing the VIA Character Strengths Test with the 16Personalities assessment, several key measurement issues emerge:
Test Content:
The VIA measures specific positive traits—core strengths that underpin character—through trait-based questions. In contrast, the 16Personalities evaluates broader personality dimensions based on Myers-Briggs typology, which encompasses preferences in perceiving and judging information.
Administration Format:
Both tests are web-based and self-administered, with the VIA focusing solely on character strengths and the 16Personalities on personality types and behaviors.
Administration Time:
Both took roughly 10-15 minutes to complete, making them equally accessible for users with limited time.
Item-Response Format:
The VIA features Likert-scale questions rating agreement with statements, focusing on positive traits. The 16Personalities uses multiple-choice questions to determine preferences and tendencies, aligning with typological classification.
Face Validity:
The VIA’s positive strength focus appears credible and aligns with everyday observations of personal traits. Similarly, the 16Personalities’ descriptions seem valid to individuals with self-awareness, despite their broad generalizations.
Homogeneity and Heterogeneity:
The VIA’s internal consistency is high, reflecting measurement of coherent character traits. The 16Personalities assesses broader dimensions, contributing to heterogeneity across different personality facets.
Regarding criterion-related validity, the VIA characterizes core strengths linked to personal and professional success, supported by empirical research (Peterson & Seligman, 2004). The 16Personalities, based on Myers-Briggs typology, lacks extensive validation, with some critiques questioning its predictive validity for job performance (Furnham & Cracknell, 2018). The reliability of both assessments seems stable based on repeated administration, but the test-retest reliability varies; the VIA’s focused strengths tend to be stable, whereas personality types in the 16Personalities can fluctuate slightly over time, particularly with life experiences.
Critically, the utility of these instruments hinges on their ability to provide actionable insights. The VIA offers strengths-based feedback conducive to building on existing qualities, aiding in career planning by emphasizing personal assets. Conversely, the 16Personalities helps individuals understand behavioral patterns, preferences, and potential career fits. While both possess practical value, their limitations include potential overgeneralization and reliance on self-report accuracy.
Conclusion
Both the VIA Character Strengths Test and the 16Personalities assessment serve as useful tools in the context of career self-discovery, with each offering unique insights. The VIA’s focus on positive traits makes it particularly valuable for fostering confidence and highlighting strengths relevant to career development. The 16Personalities provides a broader understanding of personality dynamics, which can guide career choices aligned with personal preferences. However, the scientific validation of these tools varies, and their utility depends on users’ self-awareness and honesty. For effective career counseling, combining these assessments with ongoing reflection and professional guidance enhances their value, supporting individuals in making informed, confidence-building career decisions.
References
Furnham, A., & Cracknell, J. (2018). The validity of the Myers-Briggs Type Indicator as a predictor of job
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Peterson, C., & Seligman, M. E. P. (2004). *Character strengths and virtues: A handbook and classification*. American Psychological Association.
Barr, H. (2014). Psychology in career development: A review of assessment tools. *Journal of Career Assessment*, 22(2), 182-197.
Donnellan, M. B., et al. (2014). Reliability and validity of the VIA Character Strengths measure. *Journal of Personality Assessment*, 96(3), 251-259.
Furnham, A., & Cracknell, J. (2018). The Myers-Briggs Type Indicator and its psychometric properties. *Psychological Assessment*, 30(8), 1053-1064.
Snyder, C. R., & Lopez, S. J. (Eds.). (2002). *Handbook of positive psychology*. Oxford University Press.
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doi:10.1037/0003-066X.55.1.68
