Career Assessment is an important step which ensures individuals select a career option that best suits their interests and capabilities. An assessment test will help organizations find ideal candidates for a particular job depending on the requirements of the position as well as the inclination and capabilities of the individual.
As a career counselor there are several points that need to be considered while planning the assessment procedure. The first thing that counselors must note is the kind of respondents that individuals want to seek and have to model the test around the strengths and weaknesses of the targeted respondents.
The purpose of your test too must be determined so as to maximize its effectiveness. You must be clear whether the test is for individuals who are yet to begin their career exploration process or to find candidates for specific positions within an organization.
Selecting career assessments often is a balancing act—between cost, certification requirements, reliability and validity, and the needs of clients and employing organizations. But you can't even begin to contemplate this balance until you have the answers to some basic questions about the assessments you are considering.
The Myers Briggs personality test is an important element of assessment of personality types and is highly respected for its authenticity of results. This test was created during the World War II period in order to find the most ideal jobs for women. Over time organizations and career counselors started using this test as a benchmark for psychometric analysis.
Organizations rely greatly on the MBTI test to help them find the most ideal employees for the jobs that are being offered. These tests work in the favor of both the employee and the organization. It helps employees find the most apt jobs that match their education, experience and interests.
Although the Myers Briggs Type indicator has been criticized by individuals who have questioned its validity; the test continues to remain one of the most important tools of career counselors. This test can be flexible and can easily be used by all types or organizations in order to find adequate employees.
There is a staggering variety in the quality of assessments available to career counselors. Both research and graphics sophistication to improve usability increase an instrument's cost. As the saying goes, you get what you pay for, and poorly developed, less expensive assessments can do more harm than good to your clients. As you consider the cost question, be sure to factor in licensing and leasing costs, expenditures for special equipment and/or software, administrative time for scoring, and postage expense for shipping and scoring, along with the obvious cost per administration.
For psychological assessment to be truly relevant counselors must keep up to date with the current editions of the assessment methods in order to provide optimum and reliable results.
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