Instructions: You have been asked to help design a career assessment program for your students. What are one or two assessments [formal or informal] you would use with your students? Make one original post and then respond to one classmate’s post. You will make a total of two posts.
51 thoughts on “Assessment Forum – February 2024”
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If I were asked to assist in designing a career assessment program for my students, I would recommend using the Holland Code assessment. This assessment is useful in identifying which personality types match each student’s natural interests and preferences. It would help the students to explore career options that align with their personality traits.
I agree, I find that the Holland Code assessment is a great tool to use for students. It provides them great information about themselves and allows them to dive deeper into Career Exploration.
I agree as well. I believe that Holland assessment is the best tool for students because it helps them explore about interests and help the decided which career they want to pursue.
I agree the Holland Code Assessment is a great place to begin helping people to understand their interests. The Holland Assessment is generally pretty thorough and valid in it’s results. I felt it held true for me when I took it.
I agree, the Holland Code assessment is very useful. It matches possible jobs that are a great fit based on their personality. It is convenient, it can provide results fast and easy to use. This assessment can be use for all ages.
If I ask as Career Advisor in designing career assessment program for my customers. I would recommend using both the O’Net interest and TABE Test. This O’Net interest identifies students interests when it comes to career. Once students make a decision which career, they want to pursue. I would have them take the TABE assessment which is The Adult Basic Education assessment which helps students provide a valid and reliable measurement of basic skills in order for them to succeed in a job.
I agree with using O*Net as a resource. It is essential to identify students’ strengths and interests.
I agree with using the O’Net and the TABE assessment. They are both valuable tools for people to identify what they want to do in their life careers.
I would use the Holland Party Game and a card sort for initial engagement and to create interest with students. Then I would have everyone complete the Holland code assessment and use that on ONet to browse by interests according to their codes.
I think using the Holland party game and a card sort are great ice breakers getting students to open up with one another helps generate discussion. I like the idea of the Holland code assessment also as it matches personality traits with their interests. I like informal assessments as I feel people don’t feel threatened by them.
I got the privilege to do the Halland Party game. It’s a great tool for a group and its fun seen who all is like you. it doesn’t feel as intimidating.
I like the idea of a card sort too because it is a hands-on immediate visual representation of the assessment taker’s thoughts and values. It seems like something that would be dynamic.
I am going to look at the Holland Party Game. This is something I was unfamiliar with but I do enjoy doing interactive things with students. Definitely something I would like to try!
The Holland party game looks like an excellent activity for engaging students. I will have to look into that more.
I would use the Holland Party Game and card sort with my students as well. I believe making it “fun” would assist in getting and keeping them engaged as they invest in planning their future.
I love the idea of using the Holland Party Game and card sort, I think this would help keep it from seeming like a test and would keep the students more engaged.
I agree and think that the Holland Party game can be very useful and effective for students today. Creating and keeping students attention is crucial for the activity. Especially if you are trying to reach out to more students at a time.
In designing a career assessment program for my customers, I would use the ONet Interest Profiler assessment as it helps clients identify and understand their interest patterns. This is extremely useful for clients who really are unsure what they may to pursue for employment. I would also give them a TABE test to determine how well their abilities match the occupation they may be considering.
Although I have not used the ONET Interest Profiler recently, I agree that using any assessment tool that helps identify and understand the customers interests are extremely important in assisting the customer in making the right career choice.
I would use the assessment The Holland Code because this assessment lets the customers know what their job-related strengths and capabilities are. It assesses the customer’s skills, abilities, and personality traits and it then helps identify careers that best match with the customer’s strengths and capabilities. This is important because the customer will choose a career that he/she will enjoy and be successful at. This assessment is also great for those customers who are unsure of what career they should be seeking and helps the customer make the right career choice from the get-go. For example, if a customer states that he or she wants to be a truck driver, but after taking the Holland Code, their results indicate their career path should be a mechanic then it makes the customer aware that although he or she desires to be a Truck Driver their results do not match with this type of career.
If I were designing a career assessment program for my students, I would use the Holland Code Assessment. I feel that it is a great tool for them to start their career exploration. By highlighting their key characteristics, they can then match those to possible career paths. It could open up options that they may have not considered previously.
I liked the Online Values Inventory (Value Sort) because I think that, if we feel like the job we are doing is in line with our own value system, we are more likely to invest in what we are doing and be successful. I also think that we are more likely to stick with a position that we value.
This one did not stick out to me as much but your point is making me go back and review it! I agree that we are going to stick with something we value and I feel it adds another level of thinking to the career exploration process and not just think of something you’d like to do, but what also fits your values.
In helping to design a career assessment program for students I would us the Holland Assessment. The Holland Assessment is used to help students identify possible career choices. This particular assessment is self-guided and relatively simple to interpret. I share in Hollands Theory that if people know their particular personality type they can find a career that uses their strengths and coincide that with occupations. It is an assessment that helps students understand their particular skills and interests to help guide their future.
I agree with this view. If people know what they are food at, it can help them determine the industry in which they are most likely to be successful or have numerous opportunities in which to become employed.
The first assessment I would choose to use is the Holland Assessment. I feel it is too the point and provides great information for a student to see where they fit. The second assessment I would use is an interview, I feel its a way to get more personal and it can be conducted as a normal conversation so the student wouldn’t feel the need to provide ‘right’ answers. It can also be adjusted based on the individual and how they are answering questions.
I agree that this is a good way to get started with a client/student, especially one who may feel uncertain about where to start or how to express their interests and/or goals. Whenever I administer Naviance assessments, I always follow up with one-to-one interviews to discuss the results and see if we can move towards crystallizing the clients’/students’ fields of interest and how we can start to align them with values and life goals.
If asked to help design a career assessment program for my customers, who are students I would use an informal assessment, specifically the forced choice activity. I would choose an informal assessment for multiple reasons: students take a number of formal assessments throughout the school year and I would not want to add to that fatigue, students are more engaged when they have to physically participate in a “risky” activity. I say “risky” because they may feel a level of “pressure” in making their decisions. This activity will help me to learn more about student interests and how to focus various programs and services that are provided to them in the school by career coaches.
I have found that the “Strength’s Finder” assessment works well with most students due to its simple and relatively quick nature, as well as the results of the assessment providing results that encourage the student to look into different career pathways that could interest them based on their answers. The assessment helps the individual to ask themselves what they actually like to do and reflect on topics they may not have thought of forming an opinion on liking/disliking before.
I also think some type of Value Inventory sorting would be good to use as well just to get a individual to think about what they actually value in a work environment. Understanding what values a individual holds is important in order to be efficient and enjoy what you do.
I like that you commented on the short nature of the strength Finders. I think that with so many of our customers or students, When we try to get them to take these type of assesemtns, the attention span is not long and most people want to be able to hurry up and get it done. So to have a quick assesemtn that provides best results is a great choice.
As a Career Advisor I would use the CASAS assessment as that tool helps customers see the knowledge they have of their reading and math skills which will help determine what kind of job they could be good at. I would also have them take the career cruising assessment as it asks a lot of questions about their interests and experience. Once answering the questions, It comes back stating what the customer should be doing as a career choice.
I absolutely agree with you Stephanie. I don’t know much about the CASAS, I assume it works the same as the TABE and this will allow the Career Advisor to see where this person is academically and somewhat of what we can expect, and the Career Cruising address their interest and what career compliments those interest.
As a career advisor I would use the WorkKeys assessment. Based on the results of the client, I can see where their skills are and if they need support in certain areas. This can also prove to the employer that the client has the skills to perform well just in case the client did not obtain HS Diploma or College education.
I would also use Kuder Skills Confidence Assessment(KSCA). This assessment helps clients with career exploration and it suggests pathways for employment and education. It encourages clients to measure an individual’s self-perception and confidence while completing a task.
Objective assessment to address employment such has experience, education, interests, or barriers they might be facing. Set some goals to help the client obtain employment that meet their needs and interest.
The assessments that I would use is the Career Cruising Assessment and O-net assessment. Both of these assessments provides an overall view of the customer’s skill set and their weaknesses. Using these two assessments can help determine if the customer has the skill set to be placed in certain industries in which they can be successful.
I agree with using the O-net assessment, especially since it gets the individual to think on whether they could really see themselves working in a specific career path or not. The individual can see that their initial thoughts on job may not be everything they thought it’d be, but just never reflected on it fully before.
The O-net assessment’s scoring system is also easy to understand the results, atleast I thought it was. It lays out what the scores mean and helps an individual see what kind of work and environment may suit them best. All-in-all, its a solid, efficient assessment to help an indivdual see what they may actually be interested in doing.
I agree with you Brenda I would also like to add the O-net not only offers a detailed assessment in shedding light on one’s interest it also addresses specific careers. Which provides an expectation of salary.
I would start by using an informal assessment with the aim of creating a comfortable atmosphere and easing the client into a mentality of self discovery. For a one-to-one meeting, I would use a card sort, and for a group, I would use the Holland Party Game, which would also create opportunities for ice breakers and clients to explore ideas outside of their own perspective. From there, I would use the Holland Code Assessment to create a formal metric so clients can see how their results align with the informal assessment(s). I would then end the session by revisiting the informal assessment to see what, if any responses changed, and then engage in discussion to determine why they might have changed.
I loved the Holland Party Game. I really want a copy of it to share with family and friends. It makes for interesting topics. It’s a great ice breaker. I actually shared some of the questions with my family and co-workers.
As a career coach in a high school setting I would start with an informal interview/intake. I would ask questions to get them thinking about their likes and dislikes and see how much thought they have put into the career process. I would then use Holland as a formal assessement as I feel the questions are not intimidating for students, it helps open their thought process and then once completed gives them many pathways they can review and decide what to look into further.
I love the idea of using the Holland Party Game and card sort, I think this would help keep it from seeming like a test and would keep the students more engaged.
This is a great Idea to engage the customer.
If I were asked to help one of my Customers in designing a career assessment program, I would reccmomned my Customer start with Career Cruising. This is a helpful assessment with three seperate sections that help determine best career paths, The Customers ability Types and what Type of Learner the Customer is. I would alos suggest that the Customer use O’net. I did not complelty agree with my own results when I took the O’net assesment but It provided me with some different career choices that I had never considered before and I think this would be a great tool for a customer who has no idea what they want to do.
I have not heard of the Career Cruising assessment before. That is interesting to know that Career Cruising provides three separate sections to determine the best career paths. It seems there may be a difference in results if a person were to use Career Cruising and O*net.
As a career coach for high school and middle school, I would recommend starting with an informal session. I start with getting to know the student and finding out his/hers interests, like/dislikes, etc. I would then follow up with the Hollands code assessment because of the variety it brings to finding careers. I like that it suggests different careers fields and jobs for each cod/letter from the assessment. It provides a long list and gets kids thinking of jobs/careers they are not interested or careers/jobs they are interested in. The last formal assessment I recommend is the VIA character strength assessment. It is good for students to find out there strengths and weaknesses and apply them to different careers.
I would use multiple tools depending on the customer and career need. The Holland Code could be used as a detailed assessment. I would also consider Career Cruiser as well as O’net to provide additional feed back to the customer on their interest and results.
I am partial to the Career Cruising and TABE because it is designed to show where they are academically. As well as if their goals are in sync with their reality. This also would help me assess if my customer is setting goals that are realistic and obtainable. This would allow me to see if we would need to address other avenues prior to moving forward with request or placement.
I would recommend Career Cruising for my customers. The reason is that Career Cruising provides a variety of likes vs. dislikes entries. Customers are given a detailed variety of questions. This assessment offers self-awareness. and provides a pathway to building career matches. Career cruising provides a glimpse into careers you may not have considered.
I agree, an assessment that gives the students an opportunity to find self-awareness is a good choice. Opening their minds to ideas they may have never thought of before.
I would choose a formal route. O-net Profiler (Holland Code) is my pick. The fact that you can offer the customer choice of web-based style. Paper and pencil for those that don’t work well with computers. Cell phone app. and Spanish version.
I would choose O*net as a gateway to identify a person’s interest based on the questions that are being mentioned and based on the results, I would interview the client to rank the results based on most interest to least interest. Out of the top 2 or even top 3 that is ranked by the client, I would have the client research those career interests to see which would be the best path and begin creating stepping stones to support the client towards that career.
If I were asked to assist in creating a career assessment program for my student, I would use the forced choice and the card sort. Often clients are not even sure why they chose what they did, and it may be because they do not understand their decision-making style. I would also use card sorts. These can help sort through job occupations, helping them expand or narrow their choses.