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.
40 thoughts on “Assessment Forum – PA CareerLink”
Leave a Reply
You must be logged in to post a comment.
It may not be original but I do like the ONET Profiler. I have all my clients complete it. I like to review it with them. review the possible jobs or industries and then compare that with the experience on their resume. Then we can decide if their resume should be customized to a particular field, if they need additional training to get a job in an area that interest them most, or maybe they could do an internship that would give them more experience. Once those decisions are made we can review employment opportunities on the PA CareerLink or other employment websites to find the best matches for them to apply.
We had a training on the ONET Profiler and it sounded great! It seems like it is a comprehensive tool that is pretty individually tailored to each person’s needs and wants. I hope our agency is able to start using it for our clients.
I have never used this myself, but have heard that it is very realistically helpful for career services. It is gives a proper snapshot of jobs and industries, and its ability to be used online or on paper is helpful for all levels.
I agree with your thoughts about the ONet Interest Profiler. I use it with students at the school where I work. I find the assessment is easy, it doesn’t talk very long to complete, and the resources that are offered are very helpful to students to see the job outlook and necessary skills and training that are needed. I feel the ONet Interest Profiler is a very valuable took and it’s free. Why not take use it?
My students consist of ages 14-18 and interested in education generally. I typically assist them in figuring out the grade/age they would like to teach, where and what subject area. After taking some of these assessments myself, and seeing the results, I would pick the skill inventory and Personality Mosaic. Using a combination of both assessments provides an opportunity to observe overlap, and see where what industry may provide a sufficient blend of both preferences. Skill inventory, especially in use with high school aged children, can help define career pathways and interests that have not been considered. At this stage of life, many students are aiming high, or defining a career based on what work around them is being done by friends and family. The result of this assessment can provide validity to an established interest, and define a reliable career pathway in one or more industries. I took the Personality Mosaic, along with two or three other resources provided in our course online. This assessment I found to be very accurate for me. Further completing the Holland Code Quiz online, I found the careers I am interested in overall, my results aligned with the career I am currently in as well as other than did not sound out of my wheel-house. For my particular situation and the students I work with the Holland Code Quiz provided not only career options, but careers that would correspond with further education opportunities we are able to provide. If anyone else took this quiz, my personality mosaic resulted in SIAERC and the Holland Code Quiz resulted in SCAEIR. I am interested in hearing everyone’s response!
I work with adults from all backgrounds who are looking for work or schooling opportunities. If I was creating an assessment, I would focus on skills inventories and interest inventories. I think that these two components work together. Sometimes by discussing skills, a person may realize that these can be transferable to a different field that they have not thought about before. By discussing interests, a person may realize that they already have some of the skills they need to work in something that they are passionate about it. From here, it would be important to discuss what the next steps are to prepare the client to be a good candidate for the job. This could be editing a cover letter and resume to tailor it towards the skills they possess or finding a training to improve their skills if needed.
I think this is a great point to mention regarding transferable skills and a resume. It was mentioned in our last webinar that creating and tailoring multiple resumes for different kinds of jobs is a good way to display particular skills. From my personal experience, I have found this strategy to be successful. I may be bias because of the work I do, but I do really believe assessments for transferable skills can help our learners reveal strengths they were maybe unaware of. It can also help to guide conversations about careers and how transferable skills can be used in many different careers. https://www.paadultedresources.org/pa-foundation-skills/ This site will take you to the PA Adult Education Resources site that has PA foundation Skills which include transferable skills.
I provide technical assistance to Student Support Coordinators in Title 2 adult education programs across the state. Learners come from diverse backgrounds, so I would be interested in using the life values inventory assessment during intake to better understand what is motivating and/or guiding the learners’ behavior. I believe that would help programs start goal setting with a human-centered approach. I believe it would help me to understand the learners as a person before assessing things such as their career or educational goals for set goal planning.
You make a good point about getting to know your adult learners as a person before getting into career planning and educational goals. In a previous position, I worked with adult learners from various backgrounds and found it difficult to keep them on task and motivated to reach their goals. During our orientation, we administered the CASAS test, a forced-choice assessment and worked with them to set a goal using the SMART goal framework. I feel that was overwhelming to many of my former adult learners. Maybe taking a human-centered approach and gradually narrowing it down and focusing on a career goal is the key.
These are such good points. Most everyone is here because we enjoy helping people. Making sure to put the people first is paramount because that’s going to direct you in any other assessment moving forward. It makes me think of a line from the movie Patch Adams, “You treat a disease, you win, you lose. You treat a person, I guarantee you, you’ll win, no matter what the outcome.”
I appreciate your approach to using the Life Values Inventory assessment during intake. I love that you want to humanize the individual rather than viewing them as just another formula to fit into a job or career. Focusing on their values and motivations first creates a more personalized and respectful approach to goal setting. It also ensures that career and educational plans are more aligned with who they truly are, rather than just what might seem like a good fit on paper. This human-centered strategy is so important, especially when working with diverse learners who come from various backgrounds and experiences.
In my current position as a Workforce Development Coordinator at a Career & Technical School, I use a mixture of both formal and informal assessments when working with students in career planning. I usually start career planning with having students complete the O*Net Interest Profiler. I like this assessment because it helps students think about their interests and the results show how those interests can relate to work by relating the results to Holland’s Code. This allows for excellent discussion about the student’s personality type and how that can play a key part in their career decision. I also like how the results of the o*Net Interest Profiler allow you to select a job zone according to your skill set and will filter through employment types and provide information on the skills that are needed, the education and training that is needed, and the job outlook. It also provides links to find training, explore post-secondary options, and apprenticeship opportunities. The O*Net Interest Profiler does not take much time to complete and it provides excellent information and additional resources that are helpful to students that are not sure of which career path they want to take. In addition, I also use a very brief forced choice informal assessment. I feel this assessment works well because students must make a choice between one preference or another thus establishing what is truly important to them.
When designing a career assessment program, I would use both formal and informal assessments to give participants a well-rounded understanding of their career options. One formal assessment I would utilize is the Interest Inventory profile program on Conover Online. This tool helps participants identify careers that align with their interests and provides insight into potential career paths that fit their passions and preferences, helping guide students toward occupations that they may not have previously considered.
For an informal assessment, I would incorporate a career values ranking activity. In this activity, participants would be given a list of career values, such as job stability, income, work-life balance, creativity, and helping others. They would then rank these values in order of importance to them. This helps participants clarify what they truly want from a career. For example, a participant who ranks work-life balance and creativity highest may be more suited for a flexible, creative profession, while another who prioritizes job stability and income may lean toward careers in finance or healthcare.
I totally agree with using a combination of formal and informal. Using the Interest Inventory profile would help the individual discover career paths that they may not have considered based on their interests. It’s also structured enough to provide some guidance on its application while being flexible. I also like the career values ranking activity, I think it’ll help them decide on which career options to choose from. I wonder if there’s an activity we can use to help them balance the two.
I like the idea of incorporating a career values ranking activity. That may be something I could incorporate into our assessment to try and narrow down what job positions align with our client’s goals and what they are looking for.
This is an interesting activity because I’ve never used or even heard of most of these assessments because they’re not part of anything I currently do. But even going back to discussing the theories in Module 3, I believe that every assessment has to involve some sort of skills assessment and inventory. I like ONet profiler if you’re trying to build a large database of possibilities for a client to explore. But I worry it could be overwhelming. It was overwhelming for me as I went down through the suggestions, and I know exactly what I want to do with my career. So this is where observing your client and building a rapport with them is so important. If it is someone who is easily overwhelmed, I think it’s imperative to make things as simplistic as possible.
Mitch, you took the words right out of my mouth. This is completely uncharted territory for me. I went through the ONet. It felt really long and personally it the statements didn’t seem relevant to me. I stated I disliked most of the items on the list.
Thank you, Mitch. I agree with you that assessments can be overwhelming. I have seen and heard customers complain because, like you, they have a direction for their career. Without regard for the customer, employees have attempted to force assessments. The focus of the employee is quantity not quality of the employee-customer relationship. Sad! Unprofessional! Out of touch!
Not being familiar with any of the career assessments, I decided to take several for myself. I did the Onet and the Holland Code Quiz and got different results. The Holland Quiz I was a SCA and with Onet I was SEC. It’s amazing what 1 letter difference yields you. When looking at the careers associated with both results, the Holland Code gave me exactly the roles I’ve worked in since graduating High School through present day where as the Onet did not. I feel like the Onet might have been better used in High School and the Holland is better once you’re in the workforce based on my results. I could see the Onet being helpful and useful for determining what field of study in college based on the job profiles that you were matched to. Personally, having done both, I think I would find value in doing 2 assessments with students as well. It helps to see things differently and opens you up to new ideas.
I think doing two assessments with each student could help clear up any indecisiveness that the student could be feeling. If both results show the same findings, then it would be in favor of that. If both results show different findings, it allows for there to be a conversation about which path might better suit the student’s needs at that current point in time.
I agree! I believe the more information we have about ourselves, the better we are able to make choices and decisions for our selves. Taking a deeper, more comprehensive look at our past and defining it will give more understanding as to how and why we choose moving forward.
Going back to Chapter 3 and how I was drawn to Super’s theories and the life rainbow, I think it may be worthwhile to do the past and present rainbows with them. Based on the situation, it may help them know how and when to balance certain ‘bands’ but also help know what they have the capacity to do in their next role, or what maybe either made them successful or not in their last role. That could lead to a more formal assessment. I additionally think that a Myers Briggs assessment is extremely helpful in being reflective of ones strengths and room for growth.
I want to say that the EMT program has a mishmash of informal and formal testing. On one end, they have regular module exams, though they are given in a proctored setting. On the other, they have to sit for a nationally accredited test (NREMT cognitive exam) which is done through Pearson VUE testing centers. When they arrive, they aren’t allowed to take anything into the room with them, and they also do a vein scan of the hand. It can be a pretty intense testing process, as I believe this exam is what all EMT candidates across the United States take. It’s a test that I’ve taken myself, albeit 10 years ago, but to this day it remains one of the hardest exams I’ve ever had to take.
We use the Caps & Cops (aptitude and interest survey) assessments. If I were designing my own, I would go with something similar, but maybe shorter. I like that it pairs the two to produce a list of occupations. Although not for me, most people who take these assessments feel that it’s accurate. Then we take the results and ask participants to explore o-net. I like the Structured Interview sample in Chapter 4 and plan to incorporate that into our process.
I agree Mitch, o*net can be overwhelming when you have multiple career choices to explore.
To best design a career assessment program for any client, I want to understand the target audience better. I don’t want to make any assumptions about clients’ abilities in reading and comprehending, which can impact the use and effectiveness of the career assessments. This will also determine how the assessments should be adapted to accommodate all users. Once I get an idea of the target audience, I can focus on the type of assessment that will provide information on their experiences, interests, values, and skills. I would use a combination of both formal and informal assessments to provide a holistic approach to the career assessment program.
I would use Holland’s RIASEC model to start, just because it’s straight forward but also it’s quite popular. Some may have taken it before and notice a change in their scores. But I would also use Holland’s to help develop the program in being intentional with helping the customers get oriented to the world of work if they are entering a new career or help them understand who they are or could be as a professional. I would also use Clifton’s Strengths-Finder to formally assess participants unique strengths. Results from the Strengths-Finder can then be highlighted throughout the program and beyond to support participants feeling more engaged and productive with their work. This is an assessment I still refer to throughout my professional experiences and personal life.
As for informal assessments, I like to use;
Self-rating opportunities: If the client is engaging in a meet and greet to prepare for the program, I would informally have them engage in an opportunity to self-rate their own skills, abilities, and interests that may relate to past experiences. Like an icebreaker that would require them to engage in a team task and then engage in a debriefing activity to talk about their experience with the icebreaker and how it may relate to their experiences. For example, having the groups remove an object from the middle of a circle without actually touching that object. I may give them a scenario that corresponds with a career field or industry, like engineers working at a nuclear plant working together to remove hazardous waste. For a little excitement and competition, I would time it. Once the task is completed they can reflect on the skills they used, skills needed to be more successful, strengths they’ve observed during the task and how it relates back to their past job or career experiences.
Check-ins: Have a one-on-one or group conversation to gain an in-depth understanding of personal goals, interests, and preferences in their own words.
In my current position as a workforce Counselor. I typically work with adults of all different ages. I have encountered a few customers coming in for help to reach the next level in their career/goals and looking for new opportunities overall. I usually have customers complete a career assessment which gears towards their interests. Sometimes using this particular assessment, I feel that the questions can be very broad and sometimes it causes confusion for the customers on which career is really fit for them. If I was asked to design a career assessment program for those that I serve I would use an assessment that intertwines personality inventories and Skills inventories. Personality inventories help clients to understand their preference in a work setting. Sometimes customers can be uncertain of where they see themselves working and which environment is suitable for them. While Skills inventories focuses on specific skills that they might be unaware of.
I would also like to design an assessment for skills and personality into a 15-20 minute timeframe. This would be helpful for youth and adults.
I am a Resources Staff Member and EARN Instructor. I facilitate soft skills workshops. Soft skills are people or interpersonal skills. Some soft skills are emotional intelligence, empathy, communication, and problem solving. Soft skills help the customers relate to others effectively in the workplace. At Northwest CareerLink we call these, “the skills that help the customers keep the job.”
I would choose an informal assessment. The reasoning is simple. Informal assessments are unstructured and nonstandardized. Unstructured means the assessments are not planned or organized in a tailored way. Nonstandardized speaks to not being in conformity with a level or quality that is mirrored as a basic feature – like formal assessments. (dictionary.cambridge.org)
A spot quiz is an example of informal assessment. It can gauge how much information the participants grasped from a lesson. Future lessons can be guided because participants’ strengths and weaknesses can also be revealed. My preference of informal assessment is interactive activity with small groups which report back to the whole group leading to whole group discussion. (www.thoughtco.com)
I would create an Interest inventories and Personality inventories assessment because my experience working with adult career seekers at my current location is more often they are looking to change careers and/or don’t know what they are interested in. Also, as providers for our families we can get lost in “How much are they paying?” and “Do I have the experience needed?” and forget about what motivates us to work every day! I believe these assessments will assist the career seeker in answering some important questions about their individual needs, passions and desires and relate it to a career path the looks to support those goals.
Hi, Great post!
I agree that many clients often feel lost when navigating career choices and exploring new opportunities. These assessments can help them reconnect with their passions and clarify their career aspirations. By understanding their interests and personality traits, clients can identify roles that not only align with their skills but also resonate with their values and desires.
I love your answer! You hit the nail on the head about ‘How much are they paying?’. So many job seekers can get lost on that aspect when they’re trying to find a new career. I always tell my participants that we have to keep all options open in the beginning, and then start to narrow options down from there. If we already start off with narrowed options (experience needed or how much they pay), then we’re getting pigeon-holed into a career without truly making sure it’s something we’re passionate about. So I love that you highlighted that here, because it’s so true
The ONET Profiler gives a good base for showing ideas of occupations to consider however, I agree, it is a little overwhelming with all the options but I do like that one can explore. I also like the way the Holland model breaks it down into 6 categories. I feel both of these together can give a person a well rounded assessment of who one is and how one can apply their interests into an occupation. I am hoping to incorporate these into our program especially when a young adult comes in trying to figure out what to do after high school.
I have developed an assessment for our CDL-B program. It is broken down into 5 sections that have their own questions. The 5 sections are:
1. Personal Motivations and Goals
2. Knowledge of CDL-B Requirements
3. Commitment and Readiness
4. Skills and Qualifications
5. Health and Safety Awareness
This assessment helps us determine whether a client is a good fit for our program and helps clients figure out what areas they may need to improve in. This was a new assessment we haven’t had the opportunity to use yet, but we have mainly used O-net in the past to help determine what career paths our clients are better suited for. It didn’t make sense to me since they already know what they want to do, so I developed the one above to not only determine if they are a good fit for the program but to also determine if they want to pursue a career in the CDL field.
I appreciate how well thought out and focused your assessment is for those in your CDL-B program. I know that we share a lot of the came clients who are focused on getting their CDL-A or B, but are unaware of of potential impacts that a career in either might have in there family life, or even just the structure of that line of work.
This sounds very informative and sounds like your students will be able to have a check list as they go. It seems like they would have to go through a process to understand what they are capable of doing in the now rather than waiting til later to figure out how they are going to plan. This will help keep themselves in check and help make them a good fit for the program.
We use Career One Stop here in our PACL-N office when we complete out Individualized Employment Plans (IEP) but we also utilize ONET as well, when that site is not available. ONET has a lot of great resources. What I appreciate specifically is that they have a very clear link in Spanish about job search and focused on Career Seeker that speak Spanish. Career One Stop offers the whole site to be translated in Spanish.
The following assessments provide a comprehensive understanding of interests and values related to career choices:
1. VIA Character Strengths Survey and CareerOneStop Assessment: This informal assessment helps clients identify their personal values and strengths. By understanding what they value in a work environment, clients can find careers that align not only with their skills but also with their personal motivations.
2. Skills Inventories: This formal assessment aids clients in recognizing specific skills they may not be fully aware of. It helps them identify soft skills essential for job searching, particularly in areas like resume writing and interview preparation. I recommend the Kuder Skills Confidence Assessment for its thorough approach. Additionally, I utilize the Sixteen Personality Factor (16PF) assessment to help clients understand their personality types, how they collaborate with others, their preferred ways of processing information, and the work structures they thrive in.
I like using both the O*net Profiler, Careerscope, and the Holland Code Quiz in conjunction. O*Net profiler with Careerscope are both very helpful, as they’re directly connected with the O*net Website. I’ve used this website many times for participants who truly have no idea what they wanted to do, or even what was out there. But I also think sometimes the Careerscope can be too broad, and I’ve had it before where participants tell me the O*Net profiler and careerscope don’t actually match what they’re truly interested in. So that’s where I use the Holland Code Quiz as a sort of backup: It helps provide more specifics when compiled on top of the O*net profiler and careerscope, and it can be an opportunity to more closely match a participant’s personality if they feel the Careerscope doesn’t align.
As a CDL-A coordinator helping students obtain their commercial driver’s license, my goal is to ensure they are well-prepared for both the technical and personal aspects of the profession. For assessing students, I would use a combination of formal and informal assessments to gauge their readiness, skill level, and overall suitability for a career in trucking.
For instance, something formal assessment that could help my students would be to help them conduct a proper pre-trip of their truck. This would be able to help them make sure the safety of the truck, themselves and others before going out on to the road. Some informal assessments that I could help offer is behavior and attitude. I can help do mock communications when it comes to them going to an interview or help communicate with a broker or someone from the professional environment. This would help make them confident to speak properly and be able to help them assist their workload.
These assessments will be able to help me help my students understand what is to come after the program is done for them. That when they are out on the road by themselves, they feel confident in what they are doing and knowing that they can do it all by themselves.