- Myers-Briggs Type Indicator (MBTI)
- Holland Codes
- Career Clusters (COPS)
- Interests (COPS)
- Abilities (CAPS)
- Values (COPES)
- Learning Styles (CITE)
- Intelligence (Slosson)
- Achievement (WRAT)
The Myers-Briggs Type Indicator is based on Carl Jung’s theory of psychological type. The four letters that make up your personality type help you to better understand yourself and your interactions with others and indicate your personality preferences in four dimensions:
- Where you focus your attention – Extraversion (E) or Introversion (I)
- The way you take in information – Sensing (S) or INtuition (N)
- How you make decisions – Thinking (T) or Feeling (F)
- How you deal with the world – Judging (J) or Perceiving (P)
Learn more about the Myers-Briggs Type Indicator at the Myers-Briggs Company
Holland Codes and the abbreviation RIASEC refer to John Holland’s six personality types: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. This information can be used to organize and scientifically classify careers, college majors, career clusters, and career pathways based upon personality.
Career clusters are simply different bundles of career and job titles grouped into 14 broad categories based upon their common functions, setting, and level of education needed.
Learn more about the career clusters at COPS Career Clusters
Interests, in the context of career, are simply the tasks, functions, positions, and industries you find attractive to you for whatever reason. Interests are used to narrow down careers within various career clusters.
Learn more about interests at the COPS Interest Inventory
Work abilities are simply your ability to complete various academic tasks which relate to potential work functions and responsibilities. They include domains such as manual speed and dexterity, spatial relations, verbal reasoning, mechanical reasoning, numerical ability, language usage, word knowledge, and perceptual speed and accuracy. The reason to look at abilities is that it may be unwise to pursue a career in which you think you might be interested, but in which you have little chance for success because you don’t have the abilities to perform the essential functions of the job.
Learn more about work-related abilities at CAPS Ability Profile
Works values are simply what you personally will require from work to find it satisfying and rewarding. Examples of values are reserved versus social, realistic versus aesthetic, and recognition versus privacy.
Learn more about work values at COPES Work Values
Learning Styles are widely used to describe how learners gather, sift through, interpret, organize, come to conclusions about, and “store” information for further use. These styles are often categorized by sensory approaches: visual, aural, verbal [reading/writing], and kinesthetic.
Learn more about learning styles at the Vanderbilt University-Center for Teaching
Intelligence is simply the measure of a person’s cognitive ability. It is usually represented by an intelligence quotient (IQ) rating where 100 is the average, 0 is the lowest, and 200 is the highest. The tool we use measures, comprehension, quantitative ability, distinguishing between similarities and differences, vocabulary, and auditory memory.
Learn more about the specific intelligence test we use, called the SIT-4, at MHS Assessment
Achievement, specifically academic achievement, measures fundamental reading, spelling, and math skills. Researched has revealed a relatively strong connection between academic achievement and employment advancement.
Learn more about the specific achievement test we use, called the WRAT, at Pearson Clinical Assessment
Aptitudes are simply a person’s natural abilities and talents. For example, mathematical ability, musical talent, artistic expression, and physical strength are all examples of personal aptitudes. Since every career field uses different aptitudes, our aptitude testing helps to identify your natural abilities and then our report translates those abilities into actual career cluster matches for you to consider. This increases the chance that your career will be a good fit for you!
Learn more about aptitudes at the Johnson O’Connor Research Foundation