Effective career exploration: measuring key elements
In line with Holland's typology (RIASEC), our psychometric test offers a rich content that proposes two axes of professional exploration, as well as additional factors and administration scales.
These two axes enrich the client's reflections and discussions with his counselor, and enable effective career exploration.
First of all, the axis of exploration of the overall RIASEC score takes into account four relevant elements linked to Holland's typology:
- Vocational interests
- Self-perceived competence
- Personality traits
- Happiness at work
- RIASEC global score
Vocational interests
This first sub-dimension measures your customers’ preferences for tasks, trades and professions representative of each type. As the classic dimension related to Holland’s typology, vocational interests are important motivators that help your customers discover and explore career and educational options that match their preferences.
AFC Holland goes a step further by adding self-perceived competence, personal traits and happiness at work.
Self-perceived competence
This sub-dimension measures your client’s confidence in his ability to perform the same tasks, trades and professions. It enables him to identify the strengths and skills he recognizes in himself, and to see how they relate to his professional interests. It is also useful, for example, when a client is likely to avoid considering career choices that interest him, because he has excessive doubts about his competence in them. In this way, they can put their doubts into perspective with the real talents they possess.
Happiness at work
This dimension linked to happiness at work allows your client to deepen their thinking in order to better understand what they think is likely to make them happy at work and to go deeper into understanding their employment needs. In addition, like the personal traits dimension, it can serve as an additional tool for professional exploration, if necessary.
Personality traits
This personality-measurement sub-dimension enables the client to learn more about the personal traits that characterize each type. It allows you to move away from a classic context of tasks, trades and professions, and focus more on your client’s general personality. In addition to helping your client get to know him/herself better, this dimension can serve as an additional tool for professional exploration, especially when your client has a « flat » interest profile (very few differences between the different types of vocational interests).
RIASEC global score
The exploration axis of the RIASEC overall score integrates the four dimensions used to measure it and thus allows the client to not only take into account their professional interests, but also their feeling of competence, their personal traits and their happiness at work. work to explore trades and professions that have a RIASEC profile that resembles their own and to compare their profile with those of trades and professions that interest them.
This first sub-dimension measures your customers’ preferences for tasks, trades and professions representative of each type. As the classic dimension related to Holland’s typology, vocational interests are important motivators that help your customers discover and explore career and educational options that match their preferences.
AFC Holland goes a step further by adding self-perceived competence, personal traits and happiness at work.
This sub-dimension measures your client’s confidence in his ability to perform the same tasks, trades and professions. It enables him to identify the strengths and skills he recognizes in himself, and to see how they relate to his professional interests. It is also useful, for example, when a client is likely to avoid considering career choices that interest him, because he has excessive doubts about his competence in them. In this way, they can put their doubts into perspective with the real talents they possess.
This personality-measurement sub-dimension enables the client to learn more about the personal traits that characterize each type. It allows you to move away from a classic context of tasks, trades and professions, and focus more on your client’s general personality. In addition to helping your client get to know him/herself better, this dimension can serve as an additional tool for professional exploration, especially when your client has a « flat » interest profile (very few differences between the different types of vocational interests).
This dimension linked to happiness at work allows your client to deepen their thinking in order to better understand what they think is likely to make them happy at work and to go deeper into understanding their employment needs. In addition, like the personal traits dimension, it can serve as an additional tool for professional exploration, if necessary.
The exploration axis of the RIASEC overall score integrates the four dimensions used to measure it and thus allows the client to not only take into account their professional interests, but also their feeling of competence, their personal traits and their happiness at work. work to explore trades and professions that have a RIASEC profile that resembles their own and to compare their profile with those of trades and professions that interest them.
With AFC Holland, your clients benefit from a second axis of career exploration based on their attraction to different, more specific occupational fields. This gives them an even more effective starting point for their career exploration.
These fields take into account both your clients' vocational interests and their self-perceived competence in them:
- Realistic
- Investigative
- Artistic
- Social
- Enterprising
- Conventional
Artistic
Social
Enterprising
The 5-10 highest scoring occupational fields can also be described to the client. Each of them includes a list of related trades and professions, an up-to-date Holland code, direct links and referral codes to sites of academic and vocational information and the level of training generally required to access the trade or profession. Also, each occupational field is described using related tasks, interests, and skills.
Flexibility of vocational interests
This scale measures the extent to which your client was generally interested in the tasks, jobs and professions presented to them in general.
The level of prestige sought in his professional functions
This scale measures an extrinsic motivation factor which is likely to influence one's professional choice. It measures the extent to which your client seeks social prestige, positions that he considers important and high salary in his job.
Administration scales to detect inconsistencies or continuous answer
A first administration scale can be used to detect whether your customer has responded inconsistently to the questionnaire. If this occurs, this information is displayed next to the customer's name in your list of completed tests, and can be presented in the report. You are provided with a list of the client's inconsistent answers, so that you can discuss the reasons for them with them.
A second administration scale enables you to detect whether your customer has consistently answered a key section of the questionnaire in the same way. This could happen, for example, if a customer wanted to complete the questionnaire as quickly as possible, without necessarily taking the statements into account