I recently took one of those self-directed vocational suitability/personality test type questionnaires as part of my uni course.
You answer various questions involving self-evaluation of ability and various other factors. Each question is categorised and affirmative answers are tallied to scores in each category. The top 3 scores in each category become the three traits describing your personality and career suitability. the initial of each category forms part of a 3 character code. The letters in the code are prioritised so that the first letter is strongest, the second is second strongest etc. You are given a booklet detailing various career summaries and you can look up related careers suitable to your personality 'type' and skillset, and identify areas for improvement necessary for success should you decide to go for a career unrelated to your code.
I scored highly in the Artistic, Investigative, and Social codes, surprisingly.
The career/personality types in which I did not score highly in terms of suitability and general ability) were Conventional, Realistic, and Enterprising.
My summary code was AIS (Artistic, Investigative, Social) which confirmed what I already knew about my personality, and yet upon coding my occupational aspiration history I found a pattern that provided some new insight into why I made such a drastic career aspiration change recently:
My Code began with ISA (Forensic Psychologist)
then ARI (Sound engineer), then went gradually towards the complete reverse priority, AIS (Lighting Designer) Writer (ASI), and (Illustrator)(AIS).
Initially, from my results it appeared clear to me now why I no longer felt happy with the technical aspects of theatre in recent years: I longed for a position that was more creative artistically, it was the 'realistic' aspects of technical theatre that I didn’t truly enjoy and didnt come naturally to me.
Even though I enjoy working with technical equipment, learning new techniques and training others, I realise it was mainly the creative and problem-solving aspects of the job that attracted me in the first place.
I realised that I’d be more suited to illustrating and writing for a living, ambitions I have held since I was a young child, though admittedly they were often set aside for wildly divergent career choices to varying degrees of success.
Superficially, I found this survey to be somewhat useful, providing the validation I needed that my change was for the best, and I feel more positive about my future now that I have the information gleaned from the SDS and the career research report.
However, the usefulness of surveys of this sort have the potential to be compromised by confirmation bias, (See Forer, Beyerstein, etc) not to mention the similarly common self-serving bias and the dunning-kruger effect.
Awareness of the processes behind a self serving bias can help you to evaluate your performance and progress more critically, and it will allow you to use things like failures as learning experiences. (Smith, S. 2008)
I find this stuff fascinating, especially the implications for possible sources of bias in forensic psychological evaluation, one of my previous occupational interests.
Such awareness is useful for exercising critical thinking-- a valuable skill-- for university, most careers, and --of course-- life.
My apologies... I have made this post longer than usual because as Pascal said, I lack the time to make it shorter.
Laura
Pertinent Readings:
Holland, J. L (2006) Self - Directed Search:
Assessment Booklet. Macquarie University
Smith, S. 2008 http://www.wisegeek.com/
Forer, B. R. (1949). "The fallacy of personal validation: A classroom demonstration of gullibility". Journal of Abnormal and Social Psychology 44: 118–123.
Dickson, D. H.; Kelly, I. W. (1985). "The 'Barnum Effect' in Personality Assessment: A Review of the Literature". Psychological Reports 57: 367–382.
Justin Kruger; David Dunning (1999). "Unskilled and Unaware of It: How Difficulties in Recognizing One's Own Incompetence Lead to Inflated Self-Assessments". Journal of Personality and Social Psychology 77 (6): 1121–34.
http://www.apa.org/journals/features/psp7761121.pdf
Katherine A. Burson; Richard P. Larrick; Joshua Klayman;YUTAO (2006). "Skilled or Unskilled, but Still Unaware of It: How Perceptions of Difficulty Drive Miscalibration in Relative Comparisons". Journal of Personality and Social Psychology 90 (1): 60–77.
http://faculty.fuqua.duke.edu/~larrick/bio/Files/2006%20Burson%20Larrick%20Klayman%20JPSP.pdf
Joyce Ehrlinger; David Dunning (January 2003). "How Chronic Self-Views Influence (and Potentially Mislead) Estimates of Performance". Journal of Personality and Social Psychology 84 (1): 5–17. American Psychological Association
http://psycnet.apa.org/?fa=main.doiLanding&doi=10.1037/0022-3514.84.1.5