Assessment Forum – Cohort 1

Instructions:  You have been asked to help design a career assessment program for your customers. What are one or two assessments [formal or informal] you would use with your customers? Make one original post and then respond to one classmate’s post. You will make a total of two posts.

Remember that our learning group works in a full value environment: We treat our colleagues with respect and professionalism. Our comments should reflect this culture.

30 thoughts on “Assessment Forum – Cohort 1”

  1. Cyndi Pohl says:

    Let’s use two informal assessments titled: Xyte and Career Cruising.

    1. Aaron Leson says:

      Cyndi, why would you choose those two?

      1. Cyndi Pohl says:

        For the Xyte, the feedback of the four dichotomies and using the “Recruiting Assistant” are easily defined for us to provide the feedback to our clients and they love hearing all of the good qualities about themselves. Then it clicks with them as to how this feedback can help them choose a path. The Recruiting Assistant is very brief also, but can be combined with the detailed reports (for only those who love to read), to help in other ways. Using this feedback on the Recruiting Assistant defines their Work Behaviors which can assist them with answering certain questions in an interview and adding attributes to a resume or cover letter.
        The Career Cruising is easier for those who may have difficulty or impatience with the Xyte. It’s quicker, although no detail provided other than a list of professions. Depending on the need, Career Cruising can be an advantageous tool for both the Career Specialist and the Client.

        1. Cotina Dorsey says:

          I like Career Cruising for my youth clients. I would rather give them this assessment than the XYTE because there is just enough detail to give them an idea of the career they would be a good fit for. It is easy to navigate and results are easy to understand.

          1. Cyndi Pohl says:

            I agree about your Career Cruising reasons Tina.

          2. Samantha Larsen says:

            Definitely agree with this Tina. Career Cruising is a simpler format to understand than the XYTE.

  2. Cotina Dorsey says:

    I would like see how clients like the Mosaic Personality assessment. It is an assessment that clients can do at the office or at home, it isn’t too time consuming and they can get the results right away. It also gives 6 bullet points of 6 different personalities traits that are an easy read.

    1. Jessica Wright says:

      Tina I have never heard of this one, so I think I may have to try it out with my next enrollment or at least try it out myself first! Thanks for the new idea!

    2. Cyndi Pohl says:

      I think the Mosaic one would be fun to try too!

  3. Wendy Pryce says:

    Since I am a job developer and assessments would be given by the Career Specialist before coming to me, I would try and give the client different ones. So maybe or Holland Code if any additional assessment was needed.
    I took these assessments and they were pretty accurate, easy to explain to someone and the information was easy to read and understand.

    1. Cyndi Pohl says:

      I will try this one Wendy, thanks for the link and good to know it’s accurate and easy!

    2. Efren Cigarroa says:

      I had family members take this assessment and was surprised with some of the answers. I guess that would be my fault for actually thinking that I have an understanding of some family members.

    3. Hayley Williams says:

      The test color personality test was interesting; I would be curious to know what the scientific basis is. Thanks for sharing!

  4. Jessica Wright says:

    I would use an Interest Inventory Assessment such as XYTE for my clients. This helps me understand the client’s interest along with their dislikes, and I am able to better assist them when it comes time for job searching assistance, WEX placement or OJT’s. Providing this type of an assessment allows the client to identify which careers match their interests the most, and could potentially be good career fits for them, while weeding out the careers that are not a good fit for them. I have also used Career Crusing, and 16 Personalities as well for clients.

    1. Cyndi Pohl says:

      I like your idea Jess about using Xyte for WEX & OJTs.

    2. Samantha Larsen says:

      How do your clients react to 16 personalities? I don’t typically use this one, but want to start when things hit a snag.

    3. Casey Dobson says:

      Do your participants enjoy the personality assessment part of the XYTE or the career matches section more?

  5. Efren Cigarroa says:

    The assessments that I would use for the work that I do would be the My skills My future and the Hollands RIASEC assessment. The My skills My future helps a lot of the youth that I work gather information to begin to explore different career paths. That assessment for the target audience mentioned would not be to involved where the students will lose interest quickly.

    The Hollands RIASEC was an interesting assessment as it provides more information pertaining to a persons personality. My personal opinion is that a lot of people want to be able to relate in one way or form. This assessment provided clusters of what a person could potentially explore. My cluster included SCE and CSE. with that data it allows me to explore multiple jobs that I would normally not consider. It also tends to validate what we kind of know deep down as the person that we are. One of the links indicated that this assessment is close to accurate 99% of the time and that is something that people are interested in seeing.

    1. Wendy Pryce says:

      Thanks for your input on this topic. I agree the Holland RIASEC was close to accurate and you might learn something about yourself you never considered before.

  6. Samantha Larsen says:

    I would like to see how clients react to assessment such as 16 personalities. As the Xyte and Career Cruising are our two main, providing a different, possibly easier understanding of their personality type, may help depict their career pathway. As you take the assessment, based on your personality, it provides you examples of who else has that. Fictional and nonfictional people-which I think helps people expand on how they see themselves moving towards are career path.

    1. Wendy Pryce says:

      I have given youth the 16 personalities and they have all liked that assessment and said that is was pretty accurate. It is a long one, but it talks about different areas instead of just an overview and they all liked reading this.

    2. Hayley Williams says:

      That sounds very relatable, especially to younger clients.

  7. Cassie Kemic says:

    Designing a career assessment program may take some trial and error, as well as possible changing of methods or instruments as you move through it. Ideally, I would start with an initial intake that includes some demo-graphical questions and is something I already utilize. One of our agencies goals is to aide our clients in career exploration and education planning, as needed. We are also here to provide them tools and resources to guide them in these decisions.

    If we can help them understand they have skills, values and interests that have shaped them and can carve the way for their future, then that is success. One way to get there via assessments, and post intake, is to start with a structured interview. While informal, it’s a good way for you to get to know your client more intimately then a computer-generated assessment. I also find contextual thinking to be important, as you tend to think about how your past and present are shaping your future and how that relates to figuring out your career pathway.

    From there, I would lean on a formal assessment. These would be directed through O*NET and/or pen and paper. The inventories through O*NET are Interest, Skills and Work Importance and I would guide them to take one or more, depending on what information I felt I was lacking to enable me to give them my fullest support. By providing a mix of assessments, it allows you to observe your client’s reactions and emotions and through further discussion, can prepare them for the next steps in the career development process.

  8. Casey Dobson says:

    We currently use interest inventories assessments with our participants and I think if we coupled it with an informal assessment like the structured interview we could get a broader understanding of the individual. The difficulty with an assessment like this is that it is open to interpretation and bias and would work best only after a lot of time was spent between staff and the participant.

    1. Hayley Williams says:

      Yes, some of the assessments would be difficult to throw at someone who has not built a trusting relationship with staff.

  9. Hayley Williams says:

    I would be most likely to use a simple interest profiler assessment like ONETs My Next Move with our interns who tend to be younger, lack work experience and don’t really know what they would be interested in. This would be a good starter for a conversation or structured interview to reveal what transferrable skills they might have based on their experiences. Many of the positions we place interns in require more base soft skills and then we teach them the specialized “hard” skills. I was kind of overwhelmed with all of the assessment options so I will definitely need to keep revisiting.

    1. Cassie Kemic says:

      I think that’s a good assessment for young folks, as it gives a few avenues for people to explore careers. Many don’t realize or think about how their interests can relate to a career. The conversations and interviews we hold give a better idea of what soft skills they can strengthen based on what you know and what they research about the positions your agency holds. Don’t go down the assessment “rabbit hole”, and remember it’s just another tool for us to use to help guide our clients.

  10. Antoinette Destefano says:

    I like the interest profiler assessment for example the ONETs My Next Move would be good for High school students who lack or have very little work experience and usually don’t even know what they are interested in. I believe this would be a great introduction/starter to help guide my clients.

    1. Benjamin Gaskin says:

      I can definitely agree with that. ONET is a great introduction to someone that is use to working with there type of assessments. The ultimate goal is to always spark their interests and provide them with an opportunity to explorer the possibilities of career growth.

  11. Benjamin Gaskin says:

    The two assessments that I would use would be career cruising and the interest profiler on ONET. The ease of use for both of these is very attractive and they provide comprehensive career information. The most important aspect to me is the draw that the assessment will have for the client. If it’s engaging it will be useful. Guiding a client through these will give them ability to continue to use the information that is provided and further refine a career path or goal. This process of refinement will exist throughout their career and hopefully they will continue to utilize the framework in order to have greater successes.

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