Interests and Aptitudes in Career Decision-Making - Handout...• ONET Interest Profiler •...
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Davis, G. (2019). Interest and Aptitudes in Career Assessment: Facilitating Career Decision-Making. Texas Counseling Association Professional Growth Conference, Fort Worth, TX 1 Interest and Aptitudes in Career Assessment: Facilitating Career Decision-Making Texas Counseling Association Professional Growth Conference Greta A. Davis, PhD, LPC-S, NCC, CCC Interests Assessments • Over 100 years of research • Strong Interest Inventory first published in 1927 • Interests predict occupational choice, job satisfaction, whether people stay or leave a job, and how well they perform on the job** • Subjective self-report of interests • Relatively easily to administer and interpret Aptitude Assessments • 80 years of research has informed aptitude assessment development • Thurstone identified “primary mental abilities” • GATB first published in 1947 and ASVAB first published in 1968 • Rooted in military selection and recruitment • Employers use for selection • Timed, standardized, inherently more complicated • Expensive Bias Concerns – Interests • Biased due to gender and sex differences as influenced by society, cultures, and gender norms and exposure (Reynolds & Suzuki, 2013) • Evidence: SII interests consistently show real differences between men and women based on gender (e.g., men favoring R and I and females favoring A and S) which provides ongoing support for gender-based norming and interpretation (Einarsdottir & Rounds, 2009; Fouad, 2002) Bias Concerns – Aptitudes • Biased related to economic, social and educational deprivation • Biased as they have [historically] systematically underrepresent minorities’ true aptitudes or abilities (Reynolds & Suzuki, 2013) • Evidence: YouScience assessment identifies aptitudes more equitably between males and females and different cultural groups (University of Missouri Career Research) Using Both Interest & Aptitudes and Beyond • Understand limitations of normed and standardized assessments • Use them cautiously with appropriate psychometric review vetting • Add measures of personality and strengths • Add informal, qualitative assessments
Transcript of Interests and Aptitudes in Career Decision-Making - Handout...• ONET Interest Profiler •...
Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 1
InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-MakingTexasCounselingAssociationProfessionalGrowthConference
GretaA.Davis,PhD,LPC-S,NCC,CCC
InterestsAssessments• Over100yearsofresearch• StrongInterestInventoryfirstpublishedin1927• Interestspredictoccupationalchoice,jobsatisfaction,whetherpeoplestayorleaveajob,and
howwelltheyperformonthejob**• Subjectiveself-reportofinterests• RelativelyeasilytoadministerandinterpretAptitudeAssessments• 80yearsofresearchhasinformedaptitudeassessmentdevelopment• Thurstoneidentified“primarymentalabilities”• GATBfirstpublishedin1947andASVABfirstpublishedin1968• Rootedinmilitaryselectionandrecruitment• Employersuseforselection• Timed,standardized,inherentlymorecomplicated• ExpensiveBiasConcerns–Interests• Biasedduetogenderandsexdifferencesasinfluencedbysociety,cultures,andgendernorms
andexposure(Reynolds&Suzuki,2013)• Evidence:SIIinterestsconsistentlyshowrealdifferencesbetweenmenandwomenbasedon
gender(e.g.,menfavoringRandIandfemalesfavoringAandS)whichprovidesongoingsupportforgender-basednormingandinterpretation(Einarsdottir&Rounds,2009;Fouad,2002)
BiasConcerns–Aptitudes• Biasedrelatedtoeconomic,socialandeducationaldeprivation• Biasedastheyhave[historically]systematicallyunderrepresentminorities’trueaptitudesor
abilities(Reynolds&Suzuki,2013)• Evidence:YouScienceassessmentidentifiesaptitudesmoreequitablybetweenmalesand
femalesanddifferentculturalgroups(UniversityofMissouriCareerResearch)UsingBothInterest&AptitudesandBeyond• Understandlimitationsofnormedandstandardizedassessments• Usethemcautiouslywithappropriatepsychometricreviewvetting• Addmeasuresofpersonalityandstrengths• Addinformal,qualitativeassessments
Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 2
RIASEC• Realistic• Investigative• Artistic• Social• Enterprising• ConventionalExampleAssessments• StrongInterestInventory• ONETInterestProfiler• Self-DirectedSearchNaturalAbilities/Aptitudes• VisualComparisonSpeed• InductiveReasoning• SequentialReasoning• SpatialVisualization• IdeaGeneration• NumericalReasoningExampleAssessments• YouScience• HighlandsAbilityBattery• JohnsonO’ConnorTheCaseForInterestOnlyAssessments(Traditionalargumentsagainstaptitudeassessment)• Interestspredictjobperformance• Interestandaptitudestendtocorrelate• Interestassessmentsareself-report,subjectiveassessmentsthatpredictoccupationalchoice• Interestassessmentsarecheaper,moreaccessible,andtakelesstimetocompleteTheCaseforAddingAptitudes• Aptitudesidentifynaturalabilities• Expressedinterestsoftencorrelatewithaptitudesbutwhataboutaptitudethathasnocurrent
exposure?• Aptitudeassessmentcanhelpidentifypotentialoccupationsinhighdemandfields• YouScienceisanassessmentthatischeaper,accessible,andtakes3-4hourstocompleteatthe
client’sownpaceCareerguidancebasedsolelyoninterestsurveysislimitedbyastudent’sexposure.Thisisparticularlydamagingtostudentswithalimitedvisionofopportunity-e.g.low-income,minority,female,andruralstudents.
Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 3
AptitudesAlignStudentswithCareers• CutsThroughSocialBias• UncoversTalent• BuildsSelf-efficacy• ValidatedandEvidence-BasedEnhancingEmotionalandSocialWellbeing• Validated:TheGeorgiaGovernor’sOfficeofStudentAchievement(GOSA)conductedathird-
partyanalysisacross51highschools.Resultsconfirmedstatistically-significantpositiveimprovementinallareasmeasured.
• Relevance:IntenttoPersist• Hope:Self-Awareness,Self-Empowerment• Purpose:CareerExploration,CareerDecision-MakingEVIDENCE|AlignsLaborSupplyandDemand
EVIDENCE|UncoversABroader,MoreDiverseTalentPool
Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 4
GENDERRESULTS|Widelyvaryinginterests-EqualAptitude
YoungWomenHaveEqualAptitudesasYoungMenforHigh-DemandCareers
Interest-OnlySurveysDisproportionatelyGuideYoungWomenAwayfromIn-DemandCareers
Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 5
YouScience|WhatStudents/ClientsGet
QuestionsaboutYouScience?
Visitwww.youscience.com/contactCreateYouScienceAdministratorAccount(NoFee)
QuestionsaboutStrongInterestInventory?
Visitwww.themyersbriggscompany.comCreateElevateAccount(AnnualFee)
References**Assouline,M.,&Meir,E.I.(1987).Meta-analysisoftherelationshipbetweencongruenceandwell-beingmeasures.JournalofVocationalBehavior,31,319-332.Einarsdottir,S.,&Rounds,J.(2009).Genderbiasandconstructvalidityinvocationalinterestmeasurement:DifferentialitemfunctioningintheStrongInterestInventory.JournalofVocationalBehavior,74(3),295-307.Fouad,N.A.(2002).Cross-CulturalDifferencesinVocationalInterests:Between-GroupsDifferencesontheStrongInterestInventory.JournalofCounselingPsychology,49(3),283-289.**Hansen,J.C.,&Dik,B.J.(2005).Evidenceof12-yearpredictiveandconcurrentvalidityforSIIOccupationalScalescores.JournalofVocationalBehavior,67,365-378.Harrington,T.,&Long,J.(2013).Thehistoryofinterestinventoriesandcareerassessmentsincareercounseling.TheCareerDevelopmentQuarterly,61,83-92.Metz,A.J.&Jones,Janice.(2013).AbilityandAptitudeAssessmentinCareerCounseling.
Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 6
Inbook:CareerDevelopmentandCounseling:PuttingTheoryandResearchtoWork,Edition:2nd,Chapter:16,Publisher:JohnWiley&Sons,Editors:SteveBrown,BobLent,pp.449-476 **Nye,C.,Su,R.,Rounds,J.,&Drasgow,F.(2012).Vocationalinterestsandperformance:Aquantitativesummaryofover60yearsofresearch.PerspectivesonPsychologicalScience,7,384-403. Reynolds,C.R.,&Suzuki,L.A.(2013).Biasinpsychologicalassessment:Anempiricalreviewandrecommendations.(pp.82-113).InGraham,J.R.,Naglieri,J.A.,&Weiner,I.B.(Eds.),HandbookofPsychology:AssessmentPsychology.NewYork,NY:Wiley&Sons.**Spokane,A.R.,Meir,E.I.,&Catalano,M.(2000).Person-environmentcongruenceandHolland’stheory:Areviewandreconsideration.JournalofVocationalBehavior,57,137-187.Thurstone,L.L.(1938).Primarymentalabilities.PsychometricMonographs,No.1.Chicago:UniversityofChicagoPress.**VanIddekinge,C.,Roth,P.R.,Putka,D.J.,&Lanivich,S.(2011).Areyouinterested?Ameta-analysisofrelationsbetweenvocationalinterestsandemployeeperformanceandturnover.JournalofAppliedPsychology,96,1167-1194.**Zytowski,D.G.(1974).PredictivevalidityoftheKuderPreferenceRecord,FormB,overa25-yearspan.MeasurementandEvaluationinGuidance,7,122-129.
