Values: what you value, such as sense of accomplishment, status and autonomy.
Interests: What do you like to do, such as playing golf, walking and going out with friends.
Personality: a person's personal characteristics, intrinsic motivation, needs and attitudes.
Skills: Activities you are good at, such as writing, computer programming and teaching.
Most people choose to consult career counselors because they will provide a series of self-evaluation scales. Here are the different types of tools you may use, as well as other issues you should consider when changing careers.
Values scale
When choosing a career, values may be the most important consideration. If you don't consider values when planning your career, you probably won't like your job and won't achieve anything. For example, people who need autonomy in their work will not like jobs where all behaviors are decided by others.
There are two kinds of values: intrinsic value and extrinsic value. Intrinsic value is related to work itself and contribution to society, while external value includes external factors, such as working environment and salary increase potential. The Values Scale will ask you some questions:
Is a high salary important to you?
Is it important to associate with people in your work?
Is it important that your work contributes to society?
Is it important for you to have a prestigious job?
In self-assessment, career counselors usually use one of the following value scales: Minnesota Importance Questionnaire (MIQ), Interpersonal Values Survey (SIV) or Temptation and Values Scale (TVI).
Interest grade
Interest scales are also commonly used in career planning. When you complete an interest scale, you must answer a series of (sometimes surprising) questions about your interests. E.K. Strong and Jr took the lead in developing the interest scale. By collecting people's likes and dislikes about various activities, goals and crowd types, people in the same occupation (and people who are satisfied with this occupation) have similar interests and hobbies. Dr Holland and others provided a system to match interests with one or more of six typical types: realistic, research, artistic, social, enterprising and traditional. Then he matched six typical types with occupations. The results of your interest scale will be compared with the research results, and you can find out your suitable occupation, that is, your interest is similar to that of police or accounting.
SII(Strong Interest Inventory), once called Strong-Campbell Interest Inventory, is one of the popular interest scales, which needs to be scored by career development professionals and the results explained. Self-directed search (SDS), as the name implies, can score and interpret by itself.
Part II: Personality and Skills
Personality scale
Many personality scales used in career planning are based on the theory of psychologist carl jung. Jung divided people into eight personality types-extroversion, introversion, thinking, emotion, feeling, intuition, judgment and perception. Career counselors usually use test results based on Jungian personality theory to help clients choose jobs. Career counselors believe that a certain personality type is suitable for a certain type of career. For example, it is obvious that introverts can't do a job that requires public speaking skills. However, personality alone can't predict whether you can succeed in a certain career. Personality scale should be combined with other scales (such as interest and values).
Career planners usually use MBTI(Myers-Briggs Type Indicator) to evaluate their personality.
MBTI measures individual differences from characteristics, the source of personal driving force (extroversion vs introversion), the way of receiving information (feeling vs intuition), the way of decision-making (thinking vs emotion) and lifestyle (judgment vs perception). The test results make use of four-letter codes, such as ENFJ (extraversion, intuition, emotion, judgment), to represent personal tendencies. Each trend has a number that shows the strength of the trend.
Skill evaluation
When deciding which field to enter, you need to consider what skills you have. It depends on what you are good at and what you like to do. Maybe you are good at a skill, but you are too lazy to take the time to do it. But on the whole, you usually like to do what you are good at.
When evaluating skills, you should also consider the time you are willing to spend on further learning or relearning skills. You can ask yourself-if a career is attractive to me, but it takes X years to prepare, am I willing and able to promise to make this time fruitful?
Computer-aided vocational guidance evaluation
There are some computer programs that can help you evaluate yourself. Sigi Plus (Interactive Guidance and Information System) and Discover require users to answer a series of questions about interests, skills and values. According to these answers, the software will list the occupations that users may be interested in and allow users to collect information about these occupations. Computer-aided career guidance programs can be found in career centers of colleges and universities.
Other issues to be considered.
After completing the self-assessment, it is very important to consider other factors that may affect your career choice. For example, you should consider your family responsibilities and your ability to pay for education or training. Also remember that self-assessment is only the beginning of the career planning process, not the end. After completing this stage, you have to enter the next stage, which is to discover the opportunities in front of you. You need to weigh all kinds of positions to see if they meet your evaluation results. Although self-assessment shows that a particular position matches your interests, skills and values, it doesn't mean that this is your choice. Similarly, although the self-evaluation does not show that a position is suitable for you, it does not mean that you will not consider it at all. You need to explore further.
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