CAREER GUIDANCE REPORT

Name: Ms.

Qualifications:

Test Conducted: Comprehensive Interest Schedule

Ability Test
Personality Assessment

A. Comprehensive Interest Schedule (CIS)

Objective: CIS tells a student their interest and career options. This can help them in planning their
future. This test has 8 categories which are further divided into 2 sub fields.

Category Sub-field Sten Score

Influential Administrative
Enterprising
Venturous Defense
Sports
Artist Creative
Performing
Scientific Medical
Technical
Analytical Expressive
Computational
Social Humanitarian
Education
Nature --
Clerical --

The high categories of interest shown by Ms. are

B. Ability Test

Objective: Aptitude test explains that there are individual differences with respect to skills and the
innate abilities of the individual.

Areas of Strength:
Areas of Improvement:

C. Personality Test

Personality is the perceptions and interpretations which determine a better understanding of the
student’s motivation, behaviour and tolerance for those who are different from them.

Personality Type: ISTJ (Introverted, Sensing, Thinking, Judging)

• Would do best in a career in which the student can use excellent organizational skills and
powers of concentration to create order and structure.
• The student would fit extremely well into the Management and Executive layer of the
corporate business world.
• Perseverance is an important character trait that the individual possesses which offers definite
advantage in terms of career success.

Career Option Assessment Based on 3 Tests: Business Executive, Administrators and Manager,
Accountant and Financial Officer, Police and Detective, Judge, Lawyer, Medical Doctor / Dentist,
Computer Programmer, Systems Analyst, and Computer Specialist, Military
Advantages of Aptitude Tests
 Negates Cultural Effects – Some candidates might be able to use certain cultural advantages to
achieve success in both education and industry. Luckily standardised/aptitude tests put all test-takers on
an equal playing field. Or at least they are designed not to have a cultural or socio-economic bias. Much
like the metaphor in the introduction, it’s not intended to create a bias, but sometimes it does.
 Objective, efficient comparisons – Many organisations use aptitude testing to help them make
better promoting or hiring decisions. Compared with interviews, such tests are usually more efficient at
establishing if someone can handle responsibility. Also, aptitude tests allow employers to compare various
candidates in a fair manner, without creating (mostly unconscious) leanings due to attractiveness or
ethnicity for example.
 Standardisation – Since many aptitude tests are standardised, you can be assured of reliable and
valid results. If any legal dispute arises about your recruitment practices, you can challenge them using
the test results. Therefore, before using any aptitude test as part of your recruitment process, find out if it
is standardised and applicable to your country’s employment law.
 Training needs assessment – Different people in your organisation require different skills to be
efficient in their work. For instance, some people might need to improve their customer care skills, while
others might need to improve their time management. Aptitude tests can help you establish the training
needs of your employees and thus organise an appropriate training program.
 Minimises anxiety – many people might behave erratically or uncharacteristically when subjected to
the pressure of a one to one assessment. This allows applicants to show their true colours without the
filter of an interviewer that could compromise or completely change a person’s response.
 Cost effectiveness – Most aptitude and career tests are carried out on computers. As a result, they
are very cost-effective and easy to administer. It also expedites the grading process, minimising the period
that a position (maybe even an important position) is left vacant and the labour hours dedicated to
recruitment, as it’s possible to have a viable candidate much sooner.

Disadvantages of Aptitude Tests

 Cultural bias – Our abilities and accomplishments are based on experiences such as our upbringing,
home setting, education and opportunities. All these will have an impact on the results of the aptitude test.
For example, an aptitude test might require proficiency in the English language. If this is not your mother
tongue, then you might be disqualified in spite of your other abilities. An expensive preparatory course is
an excellent tool for succeeding.
 Aptitude does not necessarily result in good performance – The fact that someone has an
aptitude for something does not necessarily mean that they will perform well. Besides aptitude, there are
also other factors that affect performance. This includes training, motivation and interest.
 It Strips Test-Takers of Identity – This is actually what behavioural, aptitude and career tests do
best, completely strip the person taking the test of their identity, so there is no discernable difference
between the results. It ensures that the process is kept ethical and avoids nepotism or favouritism. As the
job market has evolved beyond the 'keep your head down and your nose to the grindstone' paradigm,
individualism is respected and even commended; some hiring managers consider individual interests and
characteristics an asset that can be used to the company’s benefit. Furthermore, enthusiasm, drive and
quick thinking (are all very valuable attributes) will all but be expunged by a standardised.
 It can favour “non-thinkers” – I’m not calling anyone names here, but it's undeniable that
standardised tests favour people that memorise. You can learn how to take standardised tests, essentially
“hacking” them. For example, you can achieve a median score in multiple choice mathematics, by using
very rough estimation to eliminate the most outlying answers. This is just one simple technique that can
be used to either circumvent an aptitude test or increase your chances exponentially.
 Test Anxiety – There is a psychological effect that may negatively affect the performance of
candidates known as test anxiety. This type of stress can manifest itself psychosomatically in various
symptoms; increased blood pressure and heart rate, dizziness, chest tightening and shortness of breath.
 The emotional effects can inhibit an individual's ability to perform, which might cost you a viable and valid
candidate.
More and more industries are realising how valuable creative, non-divergent thinkers are. Because these
types of individuals are extremely talented problem solvers and can assist in brainstorming, contextualization
and conceptualisation. Effective communicators are also becoming increasingly sought-after since they can
bridge the gap between administration and production. These are all things that can be extrapolated in an
aptitude test. If you use this evaluation in combination with a traditional interview process, then you will almost
be guaranteed a viable and capable candidate.